Senior People & Culture Business Partner

Overview

Position Title: Senior People & Culture Business Partner

 

Position Summary: Essen Health Care is seeking a Senior People & Culture Business Partner to partner with leaders and employees in building an engaged, accountable, and productive workplace. This role translates business priorities into practical people strategies that support employee relations, performance management, retention, organizational development, and a positive workplace culture.

 

The Senior People & Culture Business Partner serves as a trusted advisor to assigned departments, providing hands-on guidance on workforce challenges while ensuring consistent application of policies and employment practices across the organization.

Responsibilities

Key Responsibilities

Business Partnership and Workforce Planning

• Partner with department leaders to understand operational priorities and develop people strategies that support organizational goals and patient care.
• Advise managers on staffing needs, team structure, employee development, succession planning, and retention.
• Collaborate with Talent Acquisition on hiring priorities, position requirements, and workforce planning.
• Use workforce data to identify trends, recommend solutions, and evaluate results.

Employee Relations and Manager Support

• Serve as a primary resource for employee concerns and workplace issues within assigned departments.
• Conduct timely, thorough, and impartial investigations, maintaining appropriate documentation and confidentiality.
• Coach managers on conflict resolution, employee communication, corrective action, and disciplinary matters.
• Partner with Legal and People & Culture leadership on complex or sensitive matters.
• Promote fair and consistent treatment of employees across departments.

Performance Management and Development

• Support performance review cycles, goal setting, and ongoing feedback.
• Guide managers in addressing performance concerns and developing measurable performance improvement plans.
• Identify training needs and coordinate development opportunities with appropriate partners.
• Coach leaders on accountability, communication, and effective team management.

Employee Engagement and Culture

• Develop and support initiatives that strengthen employee engagement, recognition, satisfaction, and retention.
• Analyze employee surveys, exit interviews, and other feedback to identify opportunities for improvement.
• Partner with leaders to implement and monitor department-level action plans.
• Reinforce Essen’s values through everyday management practices and employee communications.
• Support an inclusive workplace where employees feel respected and heard.

Organizational Development and Change Management

• Support organizational changes, including department restructuring, leadership transitions, and workflow improvements.
• Help leaders communicate changes clearly and address their impact on employees.
• Identify opportunities to improve team effectiveness and collaboration across clinical and administrative functions.

Compliance, Policies, and HR Operations

• Ensure employment practices align with applicable federal, state, and local requirements.
• Interpret and apply policies consistently, recommending updates as needed.
• Coordinate with Payroll, Benefits, Talent Acquisition, and other teams on employee changes and related processes.
• Maintain accurate employee documentation and records in HR systems.
• Monitor metrics such as turnover, retention, attendance, and employee relations trends.
• Contribute to People & Culture projects, process improvements, and effective use of departmental resources.

Team Collaboration and Mentorship

• Mentor People & Culture team members and share best practices.
• Support consistent service delivery and collaboration across the department.
• Lead assigned projects and initiatives from planning through completion.

Qualifications

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field. Master’s degree or HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR, preferred.
• Minimum of five years of progressive HR experience, including substantial experience advising managers and handling employee relations matters.
• Demonstrated experience leading HR initiatives, coaching leaders, and supporting organizational change.
• Healthcare or other complex, multisite organizational experience preferred.
• Strong knowledge of employment laws and HR practices; familiarity with New York employment requirements preferred.
• Experience conducting workplace investigations and managing sensitive employee matters.
• Proficiency in HR systems and Microsoft Office, particularly Excel.
• Prior experience mentoring staff or leading teams or projects preferred.

Core Competencies

• Sound judgment, discretion, and confidentiality.
• Strong relationship-building and conflict-resolution skills.
• Clear written and verbal communication.
• Ability to balance employee needs with operational priorities.
• Strong organizational skills and attention to detail.
• Analytical thinking and practical problem-solving.
• Ability to manage competing priorities and follow through on commitments.