Senior Human Resources Business Partner

• Regular or Temporary: Regular
• Shift: Day

As a Senior Human Resources Business Partner, you'll serve as the strategic HR leader for your assigned business area, partnering directly with executive leaders to align people strategy with organizational goals. In this highly visible role, you'll lead a team of HR Business Partners, influence enterprise-wide workforce decisions, and drive initiatives that strengthen leadership effectiveness, organizational performance, team member engagement, and culture.

We're seeking a seasoned HR leader with deep experience serving as a strategic business partner to senior executives and a proven ability to develop and lead HRBP teams. Leveraging your expertise in workforce planning, organizational effectiveness, change leadership, employee engagement, and talent strategy, you'll help shape the future of our workforce while delivering measurable business impact.

If you thrive as a trusted advisor, enjoy solving complex organizational challenges, and are passionate about developing leaders and teams, this role offers the opportunity to make a lasting impact across the organization.

Location:

• TriHealth Corporate Offices - Baldwin

Schedule:

• Full-time position, 80-hours bi-weekly
• Day shift

Incentives & Benefits: 

We offer competitive shift differentials, opportunities for professional growth, and a comprehensive benefits package that may include medical, dental, vision, paid time off, retirement savings plans, and tuition reimbursement.

https://careers.trihealth.com/what-we-offer/benefits

Job Requirements:

• Bachelor's Degree in Human Resources, Business Management or related field (Required)
• 10+ years experience in HR (Required)
• 4 - 5 years experience as a Senior Strategic HR business partner/manager. (Required)
• Training/facilitation of management and leadership audiences
• Executive presence, influence and relationship management
• Dynamic learning environments
• Cross-functional collaboration – within HR and across business stakeholders
• Change management planning and implementation
• Prioritization of work aligned to HR and business objectives
• Execution with a focus on continuous improvement
• Data driven analysis/decisions
• Organizational development
• Employee relations with essential elements of employment law.

Job Overview:

Reporting to the Vice President of Human Resources Business Partners and Team Member Relations, the Director, Human Resources Business Partner serves as a critical strategic and operational partner with senior executives (e.g., VP, SVP, President, Chiefs, etc.) and their leadership teams in their assigned region. As an assigned business area 'Head of HR', the HRBP Director will be responsible for contributing to the achievement of business results by effectively partnering with leaders and team members in assessing business objectives and developing solutions which enhance the ability to attain organizational goals while sustaining high levels of employee engagement and productivity. As a trusted adviser, the Director understands the business, is skilled in monitoring the pulse of the organization, and utilizes available systems, human capital analyses, scorecards, and key measures to deliver a people strategy that meets the needs of the business. This role will achieve these results through the leadership and direction of a team of multi-level HR Business Partners and through strong collaboration with HR Centers of Expertise, the Team Member Relations team, and other HR partners to ensure integrated, aligned, and effective people solutions.

Job Responsibilities:

• Serve as a strategic HR advisor and trusted member of the assigned business senior leadership team by influencing workforce strategy, challenging and advising leaders when appropriate, and aligning people priorities to operational and organizational goals. Lead the development and execution of integrated people plans in partnership with HR Centers of Expertise, and business leaders to address business needs while ensuring alignment with broader enterprise priorities and team member impact.
• Lead and reinforce consistent application of HR policies, procedures, and practices by advising leaders on sound decision-making, risk mitigation, and legal and regulatory compliance. Partner with Team Member Relations, Legal, and HR Centers of Expertise as appropriate to ensure leadership actions are aligned, well-documented, and supportive of consistent team member experience.
• Drive the design, alignment, and implementation of HR programs and initiatives that directly support business strategy, organizational priorities, and short and long term outcomes. Partner across HR and operational leadership to advance initiatives that strengthen engagement, support change adoption, and reinforce the desired culture and team member experience.
• Coach, advise, and influence leaders to strengthen leadership effectiveness, accountability, and consistency in people related decisions. Serve as a strategic thought partner and advocate for leadership perspectives while ensuring decisions are balanced with organizational priorities, policy expectations, and the overall team member experience.
• Leverage workforce analytics, business metrics, and insights related to retention, engagement, and organizational performance to identify trends, assess risk, and recommend systemic improvements. Lead organizational effectiveness strategies, including structure design, workforce planning, performance enablement, compensation support, job architecture, promotional considerations, and job evaluation partnership to improve individual, team, and business outcomes.

Working Conditions:
Bending -
Climbing - Rarely
Concentrating - Consistently
Continuous Learning - Consistently
Hearing: Conversation - Consistently
Hearing: Other Sounds - Frequently
Interpersonal Communication - Consistently
Kneeling - Rarely
Lifting <10 Lbs. - Frequently
Lifting 50+ Lbs. - Rarely
Lifting <50 Lbs. - Frequently
Pulling - Rarely
Pushing - Rarely
Reaching - Rarely
Reading - Consistently
Sitting - Frequently
Standing - Frequently
Stooping - Rarely
Talking - Consistently
Thinking/Reasoning - Consistently
Use of Hands - Consistently
Color Vision - Frequently
Visual Acuity: Far - Frequently
Visual Acuity: Near - Consistently
Walking - Frequently

Leadership Performance Standards

TriHealth leaders create a culture of engagement, safety & reliability and high performance by consistently modeling and utilizing the following TriHealth Way leadership competencies, tactics and ALWAYS Behaviors to drive strategic pillar results:

Achievement of Annual Pillar Goals:
1) Safety/Quality, 2) Service, 3) Growth, 4) Culture/People, 5) Finance

Leadership Competencies:

• TriHealth Way of Leading
• TriHealth Way of Serving
• Transformation Change
• Drive for Results
• Build Organizational Talent

Leadership Tactics:

• Conduct department huddles. Generally, clinical departments hold daily huddles, non-clinical hold weekly huddles.
• Regularly Round on Team Members, using questions from the rounding log.
  - 25 or fewer team members = monthly
  - 26-50 team members = every other month
  - 51+ (and optional team members) = quarterly
• Lead monthly team meetings using meeting agenda template; review stoplight report; cascade key leadership messages.
• Model, coach and validate team members use of TriHealth Way behaviors (AIDET + Promise, Always Behaviors and Always HEARD).
• Recognize team members for safety wins, positive performance and demonstrating SERVE and ALWAYS behaviors, TriHealth Way of Leading, Serving and Delivering Care.

Employee Relations Manager, HR Admin Director (Human Resources Administration Director), HR Director (Human Resources Director), HR Manager (Human Resources Manager), HR Ops Manager (Human Resources Operations Manager), HR VP (Human Resources Vice President)