HYBRID REMOTE HUMAN RESOURCES BUSINESS PARTNER AT HEALTHCARE FIRM

Human Resources
New York, NY
March 19, 2025
$85,000 - $100,000
Full Time
Apply Now

Apply for this job

Upload CV (doc, docx, pdf)

  • Job Description

A New York Headquartered Healthcare firm that is focused on Home Care is looking for an experienced human resource professional to join its organization as a Human Resources Business Partner remotely based in the Tri-state New York Area. The organization is the largest consumer-direct home care agency in New York State and is continually expanding its areas of focus including operations in other states and tech-based innovations.

This is a hybrid role that currently requires a partial weekly commute into our Main Office in New Hyde Park, NY so candidate(s) must be located in the NY Tri-state Area.

QUALIFICATIONS AND SKILLS

  • Formal Education preferred (Bachelor’s or Master’s Degree in a Related Field and/or Certifications).
  • A minimum of FIVE (5) years of Experience in Human Resources.
  • Experience working with Multiple Client Groups.
  • Excellent communication skills, both written and verbal, in one-on-one settings and group settings.
  • Able to convey complex HR and legal concepts in straight-forward, caring and non-corporate language.
  • Passion and successful track record for mentoring and coaching managers as well as employees.
  • Experience supporting HR programs like career path, leveling, learning programs, calibrations; experience enabling managers to leverage these and other tools effectively.
  • Ability to track projects and programs and move them forward to completion in a timely manner; ability to collaborate effectively with people across the business.
  • Tech savvy and comfortable with data and multiple HR platforms.
  • Adept at thinking outside the HR box and great at humanizing HR into what it is really intended for supporting and developing people, creating a fulfilling work environment where we can all do and be our best.

RESPONSIBILITIES OVERVIEW

Employee Relations

  • Interpret company policies, state, and federal regulations, ensuring consistent application and compliance.
  • Manage conflict resolution, conduct investigations, and recommend outcomes to resolve employee complaints or escalations.
  • Oversee the seamless integration of new employees, working closely with L&TD to enhance training and development efforts, and provide roadmaps and resources.
  • Management of terminations, offboarding practices and documentation.
  • Support leave of absence management; facilitate return-to-work plans, partake in ADA hearings, and initiate interactive conversations.

Corrective Action & Performance Management

  • Partner with people leaders to address performance, behavior, attendance, and leadership issues, ensuring consistency in corrective action (CA) practices.
  • Guide and coach people leaders on providing constructive feedback, conducting performance evaluations, and fostering employee development.
  • Develop, maintain, and facilitate corrective action training resources for people leaders to drive consistency in performance. management across operational functions (schedule adherence, quality assurance standards, KPI’s, reliability standards).
  • Track and document all performance actions, ensuring that corrective measures are implemented appropriately.

Organizational Design, Talent Development, & Compensation

  • Use data-driven insights to collaborate with internal stakeholders and provide solutions on workforce planning.
  • Support business leaders in identifying growth opportunities and evaluating the organizational structure to meet business needs.
  • Own Career Framework, supporting clear pathways for employee growth and skill development.
  • Review and support the creation of job descriptions, ensuring they align with business strategy, FLSA classifications, and career framework and leveling.
  • Advise on and carry out compensation adjustments, promotions, salary parity, and job level assessments.

Talent Management & Development

  • Partner with leaders to identify talent gaps and support recruitment process optimization, ensuring sourcing efforts are aligned with operational/departmental needs.
  • Provide coaching and guidance to leaders on performance management, organizational change, and conflict resolution.
  • Develop talent assessment resources and/or sessions for all levels and review feedback from external vendor sessions.
  •  Collaborate in the development of leadership programs, succession planning, and initiatives to build a pipeline of future leaders.
  • Oversee and support the Annual Performance Review process, ensuring timely completion and driving consistency in feedback and ratings.

Change Management

  • Act as the liaison between the P&C team and the business to ensure effective communication and implementation of policy updates, new processes, and programs.
  • Provide leadership on change management strategies, collaborating with stakeholders to address resistance and drive adoption of new systems or practices.
  • Lead organizational change efforts and help business leaders navigate through transitions, ensuring smooth implementation and alignment with the company culture.
  • Manage communication and feedback processes to ensure that employees understand the rationale behind organizational changes.

Collaboration

  • Drive a collaborative and inclusive work environment where People Business Partners act as trusted advisors and business enablers.
  • Act as the liaison and point-of-contact for various internal partners/stakeholders and address existing gaps into the P&C team, WFO, QSE, Accounting, and IT to make suggestions for better collaboration and department effectiveness.
  • Partner with senior business leaders to understand their strategic priorities and challenges, providing tailored people solutions to drive business success.

Related Jobs