HR Business Partner, Senior

Acentra Health is hiring a Senior HR Business Partner to serve as a strategic human resources partner to designated business units. The role advises leaders on workforce planning, organizational design, talent, change, employee relations, and other people matters, while partnering across HR to deliver solutions.

Responsibilities:

• Serve as a strategic HR partner to assigned leaders and People Leaders, providing practical insight and guidance on workforce and employee matters
• Support the development and execution of HR strategies aligned with business objectives, operating plans, financial priorities, and the organization's culture and values
• Use workforce data, analytics, and business context to identify trends, assess risks, and recommend actions related to workforce planning, talent, engagement, retention, and productivity
• Partner with leaders and HR Centers of Excellence to support organizational design, structure, role clarity, job architecture, and workforce planning efforts
• Support business-unit transformation and change initiatives by assessing people impacts, coordinating change activities, and helping leaders communicate and sustain change
• Support HR activities related to mergers, acquisitions, integrations, and other organizational transitions, including workforce assessment, integration planning, communications, and culture alignment
• Advise and coach leaders on talent management, succession planning, leadership development, performance management, and employee development
• Coach People Leaders on performance, conduct, and behavioral concerns and promote fair, consistent, and timely resolution of employee relations matters
• Conduct or support investigations involving harassment, discrimination, retaliation, misconduct, policy violations, and other employee concerns, escalating high-risk matters and partnering with Legal when appropriate
• Interpret and apply company policies and employment laws, and recommend updates to policies, practices, and processes based on business needs, risk, and compliance requirements
• Partner with Compensation, Talent Acquisition, Learning and Development, HR Operations, and other HR teams to deliver coordinated solutions for the business
• Support compensation planning, pay decisions, workforce budgets, recognition, and retention strategies using relevant market and internal data
• Support employee listening, engagement planning, leadership discussions, and action planning to strengthen connection, accountability, and organizational health
• Participate in or lead assigned cross-functional projects that improve HR processes, manager capability, and the employee experience
• Partner with leaders and HR teams across geographies and time zones to support a consistent employee experience and effective execution in a global delivery model
• Maintain accurate, confidential documentation and exercise discretion when handling sensitive employee, business, and organizational information

Requirements:

• Requires a Bachelor's degree from an accredited university; equivalent relevant experience may be considered
• Requires 5+ years' progressive experience in Human Resources, including experience as an HR Business Partner or in a comparable HR role
• Demonstrated experience advising leaders and supporting organizational design, workforce planning, change or transformation, and/or mergers and acquisitions integration
• Experience working in a global delivery model, including collaboration across geographies, time zones, cultures, and distributed delivery teams
• Business acumen and the ability to connect people strategies to business goals, operational performance, and organizational needs
• Experience working in a global or geographically dispersed organization and partnering effectively within a matrix environment
• Ability to build trusted relationships and influence leaders, People Leaders, peers, and employees at all levels
• Working knowledge of organizational design, workforce planning, change management, facilitation, and project coordination
• Experience supporting organizational transformation, mergers, acquisitions, integrations, reorganizations, or other complex change initiatives
• Ability to navigate cultural differences, local practices, and communication needs when partnering with global or geographically distributed teams
• Strong employee relations, investigation, coaching, conflict resolution, and employment law knowledge
• Strong analytical and problem-solving skills, including the ability to interpret HR data and communicate practical recommendations
• Excellent written, verbal, and presentation skills, with the ability to communicate complex or sensitive information clearly and appropriately
• Ability to manage multiple priorities, work independently, and exercise sound judgment in a fast-paced, changing environment
• Ability to maintain professionalism, integrity, confidentiality, and discretion when handling sensitive matters
• Intermediate to advanced proficiency in Microsoft Office applications, including Word, Excel, PowerPoint, and Adobe Acrobat Pro
• For non-clinical roles, or when not required by the contract specifically, the Company acknowledges that practical, hands-on experience can provide skills and competencies equivalent to formal education
• As such, in cases where a Bachelor's degree may be required, the Company will accept a minimum of six (6) years of directly relevant professional experience in lieu of a degree
• In instances where the candidate has an Associate's degree, the Company will accept a minimum of three (3) years of directly relevant professional experience in lieu of the Bachelor's degree