Human Resources Business Partner jobs at Matrix Medical Network

Become a HR Business Partner with Agape Care Group! Do you thrive on building partnerships, solving problems, and helping leaders bring out the best in their teams? We are looking for a Human Resources Business Partner (HRBP) who is committed to supporting our employees and leaders with professionalism, compassion, and a strong strategic mindset. As an HRBP, you will partner closely with assigned business units to align people strategies with operational goals, provide guidance on complex employee relations matters, and help foster a positive, productive, and compliant work environment. In this role, you will advise leaders on performance management, workforce planning, development opportunities, and organizational effectiveness. You will also interpret policies, support employment actions such as promotions and transfers, analyze HR trends and metrics, and lead thorough and objective investigations. Your partnership will be key in building morale, strengthening engagement, and supporting retention across the organization. You will ensure all HR practices meet legal and regulatory requirements while maintaining a strong understanding of the business unit's goals, culture, and future workforce needs. You may also identify training needs, collaborate with Learning & Development, and help evaluate the effectiveness of programs and initiatives. And just like all of our team members, our HR Business Partners have access to Agape Care's supportive leadership team, professional development resources, and meaningful opportunities for growth and advancement. Key Responsibilities Conducts regular meetings with assigned business units to understand talent needs, workforce trends, and operational challenges. Provides strategic HR consultation and coaching to leaders on organizational development, performance management, employee relations, and talent strategies. Analyzes HR metrics and trends to recommend proactive solutions, programs, and policies that support business goals. Manages and resolves complex employee relations matters; conducts impartial, thorough investigations and provides clear recommendations. Maintains expert knowledge of federal and state employment laws and organizational policy requirements; partners with Legal as needed to mitigate risk and ensure compliance. Guides leaders through performance management activities including coaching, corrective actions, career development planning, and recognition strategies. Supports cultural and organizational effectiveness by fostering strong employee relationships, improving morale, and driving retention initiatives. Provides interpretation of HR policies, ensuring consistency and fairness across the business. Develops offer terms and supports employment actions including new hires, promotions, and internal transfers. Contributes to workforce planning, restructuring efforts, and succession planning to ensure long-term organizational readiness. Identifies training needs within assigned units and partners with Learning & Development to implement aligned solutions; monitors and evaluates training effectiveness. Supports international assignment processes when applicable. Performs additional related duties as required. We're Offering Even More Great Benefits When You Join Our Team! Tuition Reimbursement Immediate Access to Paid Time Off Employee Referral Program Bonus Eligibility Matching 401K Annual Merit Increases Years of Service Award Bonuses Pet Insurance Financial and Legal Assistance Program Mental Health and Counseling Programs Dental and Orthodontic Coverage Vision Insurance Health Care with Low Premiums $500 Matching Health Savings Account Short-term and Long-term Disability Fertility Assistance Program About Agape Care Group A leading hospice, palliative, and pediatric comfort care provider in the Southeast, Agape Care Group is dedicated to serving patients and families with love and delivering the highest quality care. Our network consists of Agape Care South Carolina and Georgia Hospice Care, and at any location within our company, you'll find a career that means something. You'll not only have the opportunity to use your skills to make a real difference, but you'll also be part of an inclusive, respectful work environment filled with peers who have answered the call to care for others. Our Company Mission Agape Care's mission is to serve with love, providing comfort and support through compassionate care and meaningful experiences. For our team members, these aren't empty words. In every interaction, no matter how big or small, we're dedicated to providing a superior experience for patients facing life-limiting illnesses and their families. Qualifications: Required Skills & Competencies Exceptional verbal and written communication skills. Strong interpersonal and relationship-building capabilities with a customer-focused approach. Excellent organizational skills, attention to detail, and the ability to manage multiple priorities. Strong understanding of employment laws, regulations, and HR policies; ability to apply them appropriately and consistently. Ability to understand organizational structure, job architecture, compensation programs, and HR operations. Demonstrated ability to meet deadlines and adapt in a fast-paced environment. Strong analytical and problem-solving skills with sound judgment. Proficient in Microsoft Office Suite and HR systems. Education & Experience Minimum of 8 years of progressive HR experience, including significant experience resolving complex employee relations issues. Broad knowledge of HR disciplines including compensation, organizational development, employee relations, diversity, performance management, and federal/state employment laws. Bachelor's degree in Human Resources Management or related degree required. SHRM-CP or SHRM-SCP certification preferred, or ability to obtain certification within one year of hire. UKG HRIS Software Experience preferred. Appcast Apply Goal Priority: Regular

Become a HR Business Partner with Agape Care Group! Do you thrive on building partnerships, solving problems, and helping leaders bring out the best in their teams? We are looking for a Human Resources Business Partner (HRBP) who is committed to supporting our employees and leaders with professionalism, compassion, and a strong strategic mindset. As an HRBP, you will partner closely with assigned business units to align people strategies with operational goals, provide guidance on complex employee relations matters, and help foster a positive, productive, and compliant work environment. In this role, you will advise leaders on performance management, workforce planning, development opportunities, and organizational effectiveness. You will also interpret policies, support employment actions such as promotions and transfers, analyze HR trends and metrics, and lead thorough and objective investigations. Your partnership will be key in building morale, strengthening engagement, and supporting retention across the organization. You will ensure all HR practices meet legal and regulatory requirements while maintaining a strong understanding of the business unit's goals, culture, and future workforce needs. You may also identify training needs, collaborate with Learning & Development, and help evaluate the effectiveness of programs and initiatives. And just like all of our team members, our HR Business Partners have access to Agape Care's supportive leadership team, professional development resources, and meaningful opportunities for growth and advancement. Key Responsibilities Conducts regular meetings with assigned business units to understand talent needs, workforce trends, and operational challenges. Provides strategic HR consultation and coaching to leaders on organizational development, performance management, employee relations, and talent strategies. Analyzes HR metrics and trends to recommend proactive solutions, programs, and policies that support business goals. Manages and resolves complex employee relations matters; conducts impartial, thorough investigations and provides clear recommendations. Maintains expert knowledge of federal and state employment laws and organizational policy requirements; partners with Legal as needed to mitigate risk and ensure compliance. Guides leaders through performance management activities including coaching, corrective actions, career development planning, and recognition strategies. Supports cultural and organizational effectiveness by fostering strong employee relationships, improving morale, and driving retention initiatives. Provides interpretation of HR policies, ensuring consistency and fairness across the business. Develops offer terms and supports employment actions including new hires, promotions, and internal transfers. Contributes to workforce planning, restructuring efforts, and succession planning to ensure long-term organizational readiness. Identifies training needs within assigned units and partners with Learning & Development to implement aligned solutions; monitors and evaluates training effectiveness. Supports international assignment processes when applicable. Performs additional related duties as required. We're Offering Even More Great Benefits When You Join Our Team! Tuition Reimbursement Immediate Access to Paid Time Off Employee Referral Program Bonus Eligibility Matching 401K Annual Merit Increases Years of Service Award Bonuses Pet Insurance Financial and Legal Assistance Program Mental Health and Counseling Programs Dental and Orthodontic Coverage Vision Insurance Health Care with Low Premiums $500 Matching Health Savings Account Short-term and Long-term Disability Fertility Assistance Program About Agape Care Group A leading hospice, palliative, and pediatric comfort care provider in the Southeast, Agape Care Group is dedicated to serving patients and families with love and delivering the highest quality care. Our network consists of Agape Care South Carolina and Georgia Hospice Care, and at any location within our company, you'll find a career that means something. You'll not only have the opportunity to use your skills to make a real difference, but you'll also be part of an inclusive, respectful work environment filled with peers who have answered the call to care for others. Our Company Mission Agape Care's mission is to serve with love, providing comfort and support through compassionate care and meaningful experiences. For our team members, these aren't empty words. In every interaction, no matter how big or small, we're dedicated to providing a superior experience for patients facing life-limiting illnesses and their families. Qualifications: Required Skills & Competencies Exceptional verbal and written communication skills. Strong interpersonal and relationship-building capabilities with a customer-focused approach. Excellent organizational skills, attention to detail, and the ability to manage multiple priorities. Strong understanding of employment laws, regulations, and HR policies; ability to apply them appropriately and consistently. Ability to understand organizational structure, job architecture, compensation programs, and HR operations. Demonstrated ability to meet deadlines and adapt in a fast-paced environment. Strong analytical and problem-solving skills with sound judgment. Proficient in Microsoft Office Suite and HR systems. Education & Experience Minimum of 8 years of progressive HR experience, including significant experience resolving complex employee relations issues. Broad knowledge of HR disciplines including compensation, organizational development, employee relations, diversity, performance management, and federal/state employment laws. Bachelor's degree in Human Resources Management or related degree required. SHRM-CP or SHRM-SCP certification preferred, or ability to obtain certification within one year of hire. UKG HRIS Software Experience preferred. Appcast Apply Goal Priority: Regular

Physician Affiliate Group of New York (PAGNY) has an opportunity for a Director of Human Resources Operations to its multispecialty medical practice group. PAGNY staffs several municipal hospitals and clinics within New York City through an affiliation agreement with NYC Health + Hospitals. PAGNY's corporate staff provides administrative, practice management, and human resources services in support of its more than 4,000 clinical providers. The mission of NYC Health + Hospitals is to extend equally to all New Yorkers, regardless of the ability to pay, comprehensive health services of the highest quality in an atmosphere of humane care, dignity, and respect. Their Values are built on a foundation of social and racial equity and has established the ICARE standards for all staff. NYC Health + Hospitals is the nation's largest municipal healthcare delivery system in the United States. Dedicated to providing the highest quality healthcare services to all New Yorkers with compassion, dignity, and respect, and regardless of immigration status or ability to pay. Opportunity Details: Provides PAGNY-wide leadership with overall management of the areas of Human Resources (HR) including policy development, performance management, site HR services, and compensation. Oversees HR staff and partners with site Administrators to align policies and procedures, along with services and programs to align with local needs in the context of central goals. Translate the strategic and tactical business plans into HR operational plans. Develop performance management and evaluation systems and processes across all Departments and locations. Manage the HR Information Systems database and reporting for critical analyses of the HR function and people resources. Provide HR metrics and reporting for Senior Leadership and the Board of Directors. Develop and implement the organization's diversity initiatives and strategy to attract, hire, and maintain a diverse workplace. Collaborate with stakeholders to assess the need for, and recommend training initiatives on, cultural competency, gender differences, disability, sexual harassment, and other topics designed to increase awareness and support of equity and inclusion values, while maintaining compliance with applicable laws. Qualifications: Masters' degree in Human Resource Management or equivalent desired Minimum 10 years' related leadership experience Hospital or healthcare field experience is required Demonstrated performance management and leadership competencies Excellent interpersonal and communication skills Wages and Benefits include: Annual Base Salary: $160,000* - $185,000* based on 40-hour work week. 401(k) Company Contribution (subject to IRS contribution limits): Employees are immediately vested in a 3% company contribution of base earnings. No employee match is required. After one year of service, employees receive an additional 7% company contribution of base earnings. No employee match is required. Generous Annual Paid Time Off (PTO): Vacation and Holiday. Medical, Prescription, and Dental Coverage: Top-tier plans with employee contributions significantly below market rates. Life Insurance and Accidental Death and Dismemberment (AD&D) Coverage: Equal to 2x your salary (up to a maximum of $300,000) provided at no cost to you. Additional employee-paid Voluntary Life and AD&D coverage is available for you and your family. Healthcare and Dependent Care Flexible Spending Accounts (FSAs). Pre-tax employee-paid contributions for commuting expenses. Physician Affiliate Group of New York, P.C. (PAGNY) mission is to provide accountable, responsive, quality care with the highest degree of sensitivity to the needs of the diverse population that lives in our New York community. PAGNY is one of the largest physician groups in the country and directly employs nearly 4,000 physicians and allied health professionals who provide services to NYC Health + Hospitals, the largest municipal health care system in the nation, serving more than a million New Yorkers annually. Our providers are highly skilled professionals with outstanding credentials who deliver the highest level of quality healthcare to patients throughout New York City. Physician Affiliate Group of New York, P.C. (PAGNY) is an equal opportunity employer committed to equitable hiring practices and a supportive workplace. All candidates are considered based on their individual qualifications, potential, and experience. To learn more about our culture and ongoing workplace practices, please visit our Workplace Culture | PAGNY page. *Salary Disclosure Information: The salary listed for this position complies with New York City's Salary Transparency Law for Job Advertisements. The salary applies specifically to the position being advertised and does not include incentive compensation or benefits. Actual total compensation may vary based on factors such as experience, skills, qualifications, historical performance, and other relevant criteria.

More Lives, Better Lived As the largest and leading value-based kidney care company, Somatus is empowering patients across the country living with chronic kidney disease to experience more days out of the hospital and healthier at home. It takes a village of passionate and tenacious innovators to revolutionize an industry and support individuals living with a chronic disease to fulfill our purpose of creating More Lives, Better Lived. Does this sound like you? Showing Up Somatus Strong We foster an inclusive work environment that promotes collaboration and innovation at every level. Our values bring our mission to life and serve as the DNA for every decision we make: · Authenticity: We believe in real dialogue. In any interaction, with patients, partners, vendors, or our teammates, we are true to who we are, say what we mean, and mean what we say. · Collaboration: We appreciate what every person at Somatus brings to the table and believe that together we can do and achieve more. · Empowerment: We make sure every voice gets heard and all ideas are considered, especially when it comes to our patients' lives or our partners' best interests. · Innovation: We relentlessly look for ways to improve upon the status quo to continuously deliver new solutions. · Tenacity: We see challenges as opportunities for growth and improvement - especially when new solutions will make a difference for our patients and partners. Showing Up for You We offer more than 25 Health, Growth, and Wealth Work Perks to help teammates learn, grow, and be the best version of themselves, including: · Subsidized, personal healthcare coverage (medical, dental vision) · Flexible PTO · Professional Development, CEU, and Tuition Reimbursement · Curated Wellness Benefits supporting teammates physical and mental well-being · Community engagement opportunities · And more! The HRBP will be responsible for implementing proactive talent strategies that align with organizational objectives and support a workforce composed largely of medical staff, including nurse practitioners, nurses, dietitians, pharmacists, social workers, patient health advocates, and physicians. This role focuses on optimizing workforce outcomes through data-driven decision-making and fostering an environment of accountability, engagement, and measurable success. The HRBP will work closely with the COO and other to drive a high-performance, and continuous development-based culture This role requires a on site schedule to our office in Mclean VA. Strategic Talent Planning: Drive the development and execution of a comprehensive talent strategy that aligns with organizational goals. Collaborate with leaders to identify and maximize talent opportunities, ensuring a proactive approach to workforce planning, performance management, career development, and succession planning. Serve as a strategic advisor to leaders, aligning talent strategies with both immediate and long-term business needs. Metrics-Driven Insights: Deliver comprehensive, data-driven analysis directly to leadership, driving informed decision-making that advances talent strategy and aligns with broader organizational objectives. Collaborate with the People Operations team to analyze workforce data, identify trends, assess potential risks, and uncover opportunities for improvement that align with the organization's talent strategy. Develop actionable recommendations and insights that optimize People Operations' reporting capabilities, enabling the creation of dashboards that track key performance indicators (KPIs), such as employee engagement, turnover rates, and other metrics vital to business outcomes. Employee Relations & Compliance: Collaborate with Employee Relations to ensure prompt, respectful, and legally compliant resolutions of employee relations matters, maintaining accurate documentation throughout the process. Work closely with legal and compliance teams to maintain adherence to federal, state, and local regulations. Performance Management: Guide managers through performance management processes, with a focus on achieving measurable outcomes and facilitating career development. Partner with leadership to drive a high-performance culture by emphasizing KPIs and coaching managers on effective feedback delivery and developmental strategies. Organizational Development: Identify and address barriers to team effectiveness, proposing solutions that foster a culture of continuous learning, high performance, collaboration, and accountability. Collaborate with leaders to design and implement development programs that enhance professional growth and contribute to improved patient outcomes driven by the healthcare teams. HR Process Management: Serve as a key partner to People Operations, acting as the face of core HR process rollouts, such as performance management, merit planning, compensation and benefits. Partner with People Operations to enhance core HR processes through clear metrics and continuous evaluation. Change Management: Guide leaders through change management initiatives, supporting effective communication strategies, employee engagement, and team alignment. Ensure change efforts align clearly with strategic goals and contribute to a positive organizational culture. Collaboration with Talent Acquisition: Work closely with Talent Acquisition to ensure that roles needed to achieve strategic goals are clearly defined and aligned with career architecture, business needs, and industry standards. Ensure clarity and consistency across teams through well-defined job descriptions. Required Skills and Experience: Bachelor's degree in Human Resources, Business Administration, or related field; HR certification preferred. Minimum of 7-10 years of HR experience, with a background in healthcare settings preferred, particularly in supporting clinical teams. Demonstrated success in implementing talent strategies that yield measurable results. Strong analytical skills, with the ability to translate data into actionable insights. In-depth knowledge of employment laws, with expertise in compliance within healthcare environments. Exceptional interpersonal, communication, and problem-solving skills, with a commitment to fostering a culture of trust and accountability. Ability to work independently as well as collaboratively, with a focus on strategic HR partnerships. Knowledge, Skills, and Abilities: Expertise in implementing proactive talent strategies in healthcare settings, with an emphasis on metrics, compliance, and employee engagement. Proven ability to build relationships with leaders, foster a high-performance culture, and drive continuous improvement. Strong analytical skills to inform strategic decisions and optimize workforce performance.

Physician Affiliate Group of New York (PAGNY), a tax-exempt organization affiliated with NYC Health + Hospitals, has an opportunity for a Director, Labor and Employee Relations. PAGNY is one of the largest physician groups in New York State and directly employs nearly 4,000 physicians and allied health professionals who serve seven of New York City's public hospitals, numerous public health community-based practices, and the city's Correctional Health Service. The Mission of NYC Health + Hospitals is to extend equally to all New Yorkers, regardless of the ability to pay, comprehensive health services of the highest quality in an atmosphere of humane care, dignity, and respect. Their Values are built on a foundation of social and racial equity and has established the ICARE standards for all staff. NYC Health + Hospitals is the nation's largest municipal health care delivery system in the United States. Dedicated to providing the highest quality health care services to all New Yorkers with compassion, dignity and respect, and regardless of immigration status or ability to pay. The Director, Labor and Employee Relations, will develop and oversee the implementation of effective Labor and Employee Relations strategies and provide solutions, direction, leadership, and expertise in the areas of Employee and Labor Relations for a unionized healthcare organization. The Director will develop programs, practices, and training to promote understanding and compliance with all relevant employment laws and regulations. The Director will establish consistent Labor and Employee Relation practices throughout the organization. The successful candidate will work in collaboration with Legal Counsel. Responsibilities: Labor Strategy & Negotiation Develop and implement labor relations strategies aligned with organizational goals. Lead negotiations for collective bargaining agreements. Interpret and administer labor contracts and agreements. Compliance & Legal Oversight Ensure compliance with federal, state, and local labor laws. Advise management on legal implications of labor decisions. Represent the organization in arbitration hearings and labor board proceedings. Dispute Resolution & Grievance Management Oversee grievance procedures and resolve employee disputes. Provide counsel on disciplinary actions and contract interpretation. Coordinate responses to Unfair Labor Practice charges. Training & Development Deliver training to managers on labor relations, contract administration, and compliance. Promote understanding of labor policies and procedures across departments. Employee Engagement & Relations Monitor employee satisfaction and engagement. Collaborate with HR and leadership to improve workplace culture and relations. Lead the development and implementation of a variety of qualitative and quantitative measures to track the effectiveness of employee and labor relations processes. Qualifications: Proven experience in Labor and Employee Relations, preferably in a health care setting at a Director Level. Education -Bachelor's Degree in Human Resources or a related field is required. Juris Doctorate or Master's Degree in Human Resources or a related field is preferred. Experience-Minimum 10 years' experience, with at least 5 years in a leadership role. Skills-Strong knowledge of federal, state, and city laws pertaining to employment and labor relations matters. Strong leadership skills, including organization, project management, delegation, problem-solving, communication, change management, and analytical skills. Exceptional Benefits include: 10% 401K company contribution after one year of service, with 3% company contribution starting day one Choice of a three-tiered, very low cost medical plans starting day one Excellent dental insurance, including orthodontics coverage starting day one Generous paid time off program Annual salary for this position is $165,000 - $185,000 The salary range and/or hourly rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered as applicable (e.g., location, years of relevant experience, education, credentials, budget, and internal equity).

SMP Health - St. Catherine, inspired by the Sisters of Mary of the Presentation, serves those in our care with respect and compassion as we strive to fulfill the healing mission of Jesus. Our non-profit, Catholic faith based organization features two skilled nursing facilities in the Fargo/Moorhead area. Our St. Catherine 'North' campus (Rosewood on Broadway) and our St. Catherine 'South' campus (Villa Maria) both provide long term care, skilled nursing, and rehab services. Both campuses are VA, Medicare, and Medicaid contract facilities. Role Description HR Business Partner Location: Fargo, ND Schedule: Full-time, Monday through Friday, on-site across both the North and South campuses Reports to: CEO Member of: Organizational Leadership Team About the Role We are seeking an HR Business Partner to join our team and step into a key HR role as our long-serving HR Director prepares for retirement. The retiring Director will remain full time until the new hire begins and will then shift to part-time support to provide hands-on training and ensure a smooth transition. This position's primary focus is recruitment and keeping a strong, steady hiring pipeline in place for both campuses. Because Payroll and Benefits Coordinators handle FMLA, routine HR compliance, benefits administration, onboarding paperwork, and open enrollment, the HR Business Partner can remain focused on attracting and retaining staff, strengthening the candidate and new hire experience, and supporting managers with daily HR needs. As the HR Business Partner becomes familiar with our staff, systems, and operations, the role will also take on broader HR responsibilities including employee relations support, leadership coaching, and contributing to organizational and workforce planning. This position reports directly to the CEO and serves on the Leadership Team, playing an important role in shaping the employee experience across our organization. This is a meaningful opportunity for someone who enjoys relationship-building, problem-solving, and helping leaders build strong teams across two skilled nursing campuses with approximately 400 employees. Key Responsibilities Recruitment and Talent Pipeline Management Manage job postings across hiring platforms and ensure strong applicant flow Review applicants, conduct phone screens, and coordinate interviews Partner with department leaders to understand staffing needs and selection priorities Oversee offers and pre-employment steps Maintain an organized and proactive hiring pipeline Manager Support and HR Operations Serve as a resource to leaders on staffing issues, coaching, and routine HR questions Support retention efforts and strengthen onboarding and engagement Coordinate with Payroll and Benefits Coordinators to ensure smooth onboarding Assist with day-to-day HR operational matters and problem solving Broader HRBP Responsibilities Support employee relations conversations and performance discussions Promote consistent HR practices across both campuses Collaborate on workforce planning and staffing needs Contribute to staff development, training, and retention strategies Provide HR reporting and support data-driven leadership decisions Partner with the CEO on organizational HR priorities Qualifications 3-5 years of experience in HR, recruitment, or a related people-focused field Strong communication and relationship-building skills Sound judgment, professionalism, and confidentiality Organized and able to manage multiple priorities Comfortable supporting managers and staff at all levels Healthcare experience helpful but not required Compensation and Benefits Salary: $75,000 to $90,000, depending on experience (exempt) Medical, dental, and vision insurance HSA and FSA options 401(k) with employer contribution Paid time off Short Term and Long Term Disability Employee Assistance Program Tuition assistance and professional development Employee recognition and wellness programs Why Join Us Mission-driven Catholic healthcare organization Direct mentorship during the onboarding transition Opportunity to support and influence both campuses at a system level Supportive and collaborative leadership environment Meaningful work supporting caregivers who serve older adults How to Apply Submit your resume and a brief note about your interest in the role. Apply online at smphealth.org/stcatherinesouth/careers/ SMP Health - St. Catherine is an Equal Opportunity Employer (EOE). Job Type: Full-time Benefits: 401(k) 401(k) matching AD&D insurance Continuing education credits Dental insurance Disability insurance Employee assistance program Flexible schedule Flexible spending account Health insurance Health savings account Life insurance Loan repayment program Opportunities for advancement Paid orientation Paid sick time Paid time off Paid training Referral program Retirement plan Tuition reimbursement Vision insurance Education: Bachelor's (Required) Experience: Human Resources, employee recruitment, or talent acquisition: 2 years (Required) Ability to Commute: Fargo, ND 58103 (Required) Work Location: In person

Become a HR Business Partner with Agape Care Group! Do you thrive on building partnerships, solving problems, and helping leaders bring out the best in their teams? We are looking for a Human Resources Business Partner (HRBP) who is committed to supporting our employees and leaders with professionalism, compassion, and a strong strategic mindset. As an HRBP, you will partner closely with assigned business units to align people strategies with operational goals, provide guidance on complex employee relations matters, and help foster a positive, productive, and compliant work environment. In this role, you will advise leaders on performance management, workforce planning, development opportunities, and organizational effectiveness. You will also interpret policies, support employment actions such as promotions and transfers, analyze HR trends and metrics, and lead thorough and objective investigations. Your partnership will be key in building morale, strengthening engagement, and supporting retention across the organization. You will ensure all HR practices meet legal and regulatory requirements while maintaining a strong understanding of the business unit's goals, culture, and future workforce needs. You may also identify training needs, collaborate with Learning & Development, and help evaluate the effectiveness of programs and initiatives. And just like all of our team members, our HR Business Partners have access to Agape Care's supportive leadership team, professional development resources, and meaningful opportunities for growth and advancement. Key Responsibilities Conducts regular meetings with assigned business units to understand talent needs, workforce trends, and operational challenges. Provides strategic HR consultation and coaching to leaders on organizational development, performance management, employee relations, and talent strategies. Analyzes HR metrics and trends to recommend proactive solutions, programs, and policies that support business goals. Manages and resolves complex employee relations matters; conducts impartial, thorough investigations and provides clear recommendations. Maintains expert knowledge of federal and state employment laws and organizational policy requirements; partners with Legal as needed to mitigate risk and ensure compliance. Guides leaders through performance management activities including coaching, corrective actions, career development planning, and recognition strategies. Supports cultural and organizational effectiveness by fostering strong employee relationships, improving morale, and driving retention initiatives. Provides interpretation of HR policies, ensuring consistency and fairness across the business. Develops offer terms and supports employment actions including new hires, promotions, and internal transfers. Contributes to workforce planning, restructuring efforts, and succession planning to ensure long-term organizational readiness. Identifies training needs within assigned units and partners with Learning & Development to implement aligned solutions; monitors and evaluates training effectiveness. Supports international assignment processes when applicable. Performs additional related duties as required. We're Offering Even More Great Benefits When You Join Our Team! Tuition Reimbursement Immediate Access to Paid Time Off Employee Referral Program Bonus Eligibility Matching 401K Annual Merit Increases Years of Service Award Bonuses Pet Insurance Financial and Legal Assistance Program Mental Health and Counseling Programs Dental and Orthodontic Coverage Vision Insurance Health Care with Low Premiums $500 Matching Health Savings Account Short-term and Long-term Disability Fertility Assistance Program About Agape Care Group A leading hospice, palliative, and pediatric comfort care provider in the Southeast, Agape Care Group is dedicated to serving patients and families with love and delivering the highest quality care. Our network consists of Agape Care South Carolina and Georgia Hospice Care, and at any location within our company, you'll find a career that means something. You'll not only have the opportunity to use your skills to make a real difference, but you'll also be part of an inclusive, respectful work environment filled with peers who have answered the call to care for others. Our Company Mission Agape Care's mission is to serve with love, providing comfort and support through compassionate care and meaningful experiences. For our team members, these aren't empty words. In every interaction, no matter how big or small, we're dedicated to providing a superior experience for patients facing life-limiting illnesses and their families. Qualifications: Required Skills & Competencies Exceptional verbal and written communication skills. Strong interpersonal and relationship-building capabilities with a customer-focused approach. Excellent organizational skills, attention to detail, and the ability to manage multiple priorities. Strong understanding of employment laws, regulations, and HR policies; ability to apply them appropriately and consistently. Ability to understand organizational structure, job architecture, compensation programs, and HR operations. Demonstrated ability to meet deadlines and adapt in a fast-paced environment. Strong analytical and problem-solving skills with sound judgment. Proficient in Microsoft Office Suite and HR systems. Education & Experience Minimum of 8 years of progressive HR experience, including significant experience resolving complex employee relations issues. Broad knowledge of HR disciplines including compensation, organizational development, employee relations, diversity, performance management, and federal/state employment laws. Bachelor's degree in Human Resources Management or related degree required. SHRM-CP or SHRM-SCP certification preferred, or ability to obtain certification within one year of hire. UKG HRIS Software Experience preferred. Appcast Apply Goal Priority: Regular

The Executive Director of Human Resources will lead the development and execution of the company's HR strategy, including the build-out of internal HR infrastructure, benefits, talent acquisition, compliance, compensation, employee relations, performance management, training, and culture development, while also fostering an environment of respect, inclusion, and growth for all employees. This position is responsible for supporting the implementation of all human resources policies, procedures, programs, and systems. This includes, but not limited to, recruitment, on-boarding, employee relations, employee recognition and retention, compensation, benefits, employee records, employee communication, and compliance with regulatory requirements within corporate and the hospital systems. DUTIES AND RESPONSIBILITIES Provides management, oversight, support, and/or execution of day-to-day HR operations to include talent acquisition, employee relations, benefits, compensation, HRIS and compliance for corporate and hospital staff. Ensure that all aspects of the HR team and functions are operating seamlessly and at a pace that meets the organizational demand. Collaborates with key stakeholders across the organization to develop and integrate workforce planning and analysis, talent acquisition, learning and leadership development, performance management, professional development, succession planning, and rewards. Ensures leaders and hiring managers are supported to adequately determine and fulfill staffing needs in a consistent and timely manner. Leads the proper assessment of recruitment trends (internal and external) and refines the Talent Acquisition strategies, processes and systems to meet objectives. Partners with managers across the organization and provides effective support, coaching, and guidance around employee relation issues. Leads complex employee relations issues through to resolution, including full-scale investigations, documentation, and recommendation of appropriate courses of action in compliance with organizational policies and employment law. Consult with legal counsel when needed to actively manage organizational risk. OPERATIONAL Conducts a continuing study of all Human Resources policies, programs, and practices and defines all Human Resources training needs. Explore, identify and utilize software to increase efficiencies and effectiveness of the HR department. Meet with corporate and hospital administrators and staff, to determine priorities and tasks that are needed to achieve desired outcomes. Design, direct and manage a process of organization development that addresses issues such as succession planning, workforce development, key employee retention, organization design, and change management. Keep leadership informed of significant problems that jeopardize the achievement of organizational goals, and those that are not being addressed adequately within the organization. Lead organizational change initiatives by communicating effectively, engaging stakeholders, and mitigating resistance. Support managers and employees through transitions such as mergers, and new system implementations. Bring solutions that address department needs while taking into account the broader implications for the organization both Corporate and Healthcare. BENEFITS ADMINISTRATION & LOA Oversee all aspects of benefit administration and LOA-(leaves) FMLA, leave w/o pay, EAP, ADA, STL, LTL,; medical insurance, enrollment, insurance onboarding and offboarding and other supportive services. Ensures compliance with all existing governmental and labor legal and government reporting requirements including but not limited to: Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, Occupational Safety and Health Administration (OSHA) Decisions for comprehensive employee benefits plans that are competitive and cost-effective. Oversee the design, selection, negotiation, and administration of employee benefits programs (health, dental, vision, retirement, wellness, leave, etc.). Manage vendor relationships, plan renewals, and the annual enrollment processes. Maintain internal HR website to ensure employees are updated and informed on all HR-related content. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. COMPENSATION & PAYROLL Review and update compensation plan including current benchmarking, staff job descriptions, department equity, market competitiveness, and compensation matrix, ensuring that the organization remains competitive in its compensation practices, which is vital for attracting and retaining top talent. Design and implement compensation structures including salary ranges, bonuses, and benefits pkgs. That align with the organization budget and strategic objectives. Manage compensation and benefits audits, government filings (e.g., 5500s), and reporting requirements. Monitor Payroll and enforce internal controls to prevent errors Oversee internal HRIS system for payroll operations including quarterly updates, integrations, and troubleshooting in coordination with IT, payroll administrator and current payroll system/vendor. Review and approve internal and external payroll reports and tax filings. Ensure proper documentation, timeliness and audit readiness. Manage pre- and post-tax earnings and deductions REQUIREMENTS Requires a BS or BA in Human Resources Management or equivalent in education and work experience. 7-10+years of progressive Human Resources experience in a Corporate environment and Healthcare PHR/SPHR/SHRM-SPHR preferred. 10+ years of progressive HR experience with preferably 5+ years in healthcare. Must have experience in reviewing/negotiating welfare benefits, administration, and plan management. Excellent leadership, analytical, operations, problem solving, and communication skills to maintain effective working relationships internally and externally. Healthcare industry experience preferred and familiarity with Joint Commission, DPH, BHDDH, BSAS, MA and RI state regulations strongly desired. Experience with employee investigations/disciplinary issues. Working knowledge of Microsoft Word, Excel, and Outlook. Experience with HRIS, Time & Attendance, Payroll systems, and Web based application. EDUCATION Bachelor's Degree in Business Management, Human Resources discipline or relevant experience. Master's degree in Human Resources, Public Administration, or related field is preferred. CERTIFICATION, LICENSURE PHR/SPHR/SHRM-SPHR preferred KNOWLEDGE SKILS AND ABILITIES Ability to influence decision makers. Ability to collaborate effectively with individuals at various levels. Ability to think logically and tactically. Possess a core set of ethical values. Possess effective organizational skills and attention to detail, and effective follow-through on responsibilities and requests.

Become a HR Business Partner with Agape Care Group! Do you thrive on building partnerships, solving problems, and helping leaders bring out the best in their teams? We are looking for a Human Resources Business Partner (HRBP) who is committed to supporting our employees and leaders with professionalism, compassion, and a strong strategic mindset. As an HRBP, you will partner closely with assigned business units to align people strategies with operational goals, provide guidance on complex employee relations matters, and help foster a positive, productive, and compliant work environment. In this role, you will advise leaders on performance management, workforce planning, development opportunities, and organizational effectiveness. You will also interpret policies, support employment actions such as promotions and transfers, analyze HR trends and metrics, and lead thorough and objective investigations. Your partnership will be key in building morale, strengthening engagement, and supporting retention across the organization. You will ensure all HR practices meet legal and regulatory requirements while maintaining a strong understanding of the business unit's goals, culture, and future workforce needs. You may also identify training needs, collaborate with Learning & Development, and help evaluate the effectiveness of programs and initiatives. And just like all of our team members, our HR Business Partners have access to Agape Care's supportive leadership team, professional development resources, and meaningful opportunities for growth and advancement. Key Responsibilities Conducts regular meetings with assigned business units to understand talent needs, workforce trends, and operational challenges. Provides strategic HR consultation and coaching to leaders on organizational development, performance management, employee relations, and talent strategies. Analyzes HR metrics and trends to recommend proactive solutions, programs, and policies that support business goals. Manages and resolves complex employee relations matters; conducts impartial, thorough investigations and provides clear recommendations. Maintains expert knowledge of federal and state employment laws and organizational policy requirements; partners with Legal as needed to mitigate risk and ensure compliance. Guides leaders through performance management activities including coaching, corrective actions, career development planning, and recognition strategies. Supports cultural and organizational effectiveness by fostering strong employee relationships, improving morale, and driving retention initiatives. Provides interpretation of HR policies, ensuring consistency and fairness across the business. Develops offer terms and supports employment actions including new hires, promotions, and internal transfers. Contributes to workforce planning, restructuring efforts, and succession planning to ensure long-term organizational readiness. Identifies training needs within assigned units and partners with Learning & Development to implement aligned solutions; monitors and evaluates training effectiveness. Supports international assignment processes when applicable. Performs additional related duties as required. We're Offering Even More Great Benefits When You Join Our Team! Tuition Reimbursement Immediate Access to Paid Time Off Employee Referral Program Bonus Eligibility Matching 401K Annual Merit Increases Years of Service Award Bonuses Pet Insurance Financial and Legal Assistance Program Mental Health and Counseling Programs Dental and Orthodontic Coverage Vision Insurance Health Care with Low Premiums $500 Matching Health Savings Account Short-term and Long-term Disability Fertility Assistance Program About Agape Care Group A leading hospice, palliative, and pediatric comfort care provider in the Southeast, Agape Care Group is dedicated to serving patients and families with love and delivering the highest quality care. Our network consists of Agape Care South Carolina and Georgia Hospice Care, and at any location within our company, you'll find a career that means something. You'll not only have the opportunity to use your skills to make a real difference, but you'll also be part of an inclusive, respectful work environment filled with peers who have answered the call to care for others. Our Company Mission Agape Care's mission is to serve with love, providing comfort and support through compassionate care and meaningful experiences. For our team members, these aren't empty words. In every interaction, no matter how big or small, we're dedicated to providing a superior experience for patients facing life-limiting illnesses and their families. Qualifications: Required Skills & Competencies Exceptional verbal and written communication skills. Strong interpersonal and relationship-building capabilities with a customer-focused approach. Excellent organizational skills, attention to detail, and the ability to manage multiple priorities. Strong understanding of employment laws, regulations, and HR policies; ability to apply them appropriately and consistently. Ability to understand organizational structure, job architecture, compensation programs, and HR operations. Demonstrated ability to meet deadlines and adapt in a fast-paced environment. Strong analytical and problem-solving skills with sound judgment. Proficient in Microsoft Office Suite and HR systems. Education & Experience Minimum of 8 years of progressive HR experience, including significant experience resolving complex employee relations issues. Broad knowledge of HR disciplines including compensation, organizational development, employee relations, diversity, performance management, and federal/state employment laws. Bachelor's degree in Human Resources Management or related degree required. SHRM-CP or SHRM-SCP certification preferred, or ability to obtain certification within one year of hire. UKG HRIS Software Experience preferred. Appcast Apply Goal Priority: Regular

Become a HR Business Partner with Agape Care Group! Do you thrive on building partnerships, solving problems, and helping leaders bring out the best in their teams? We are looking for a Human Resources Business Partner (HRBP) who is committed to supporting our employees and leaders with professionalism, compassion, and a strong strategic mindset. As an HRBP, you will partner closely with assigned business units to align people strategies with operational goals, provide guidance on complex employee relations matters, and help foster a positive, productive, and compliant work environment. In this role, you will advise leaders on performance management, workforce planning, development opportunities, and organizational effectiveness. You will also interpret policies, support employment actions such as promotions and transfers, analyze HR trends and metrics, and lead thorough and objective investigations. Your partnership will be key in building morale, strengthening engagement, and supporting retention across the organization. You will ensure all HR practices meet legal and regulatory requirements while maintaining a strong understanding of the business unit's goals, culture, and future workforce needs. You may also identify training needs, collaborate with Learning & Development, and help evaluate the effectiveness of programs and initiatives. And just like all of our team members, our HR Business Partners have access to Agape Care's supportive leadership team, professional development resources, and meaningful opportunities for growth and advancement. Key Responsibilities Conducts regular meetings with assigned business units to understand talent needs, workforce trends, and operational challenges. Provides strategic HR consultation and coaching to leaders on organizational development, performance management, employee relations, and talent strategies. Analyzes HR metrics and trends to recommend proactive solutions, programs, and policies that support business goals. Manages and resolves complex employee relations matters; conducts impartial, thorough investigations and provides clear recommendations. Maintains expert knowledge of federal and state employment laws and organizational policy requirements; partners with Legal as needed to mitigate risk and ensure compliance. Guides leaders through performance management activities including coaching, corrective actions, career development planning, and recognition strategies. Supports cultural and organizational effectiveness by fostering strong employee relationships, improving morale, and driving retention initiatives. Provides interpretation of HR policies, ensuring consistency and fairness across the business. Develops offer terms and supports employment actions including new hires, promotions, and internal transfers. Contributes to workforce planning, restructuring efforts, and succession planning to ensure long-term organizational readiness. Identifies training needs within assigned units and partners with Learning & Development to implement aligned solutions; monitors and evaluates training effectiveness. Supports international assignment processes when applicable. Performs additional related duties as required. We're Offering Even More Great Benefits When You Join Our Team! Tuition Reimbursement Immediate Access to Paid Time Off Employee Referral Program Bonus Eligibility Matching 401K Annual Merit Increases Years of Service Award Bonuses Pet Insurance Financial and Legal Assistance Program Mental Health and Counseling Programs Dental and Orthodontic Coverage Vision Insurance Health Care with Low Premiums $500 Matching Health Savings Account Short-term and Long-term Disability Fertility Assistance Program About Agape Care Group A leading hospice, palliative, and pediatric comfort care provider in the Southeast, Agape Care Group is dedicated to serving patients and families with love and delivering the highest quality care. Our network consists of Agape Care South Carolina and Georgia Hospice Care, and at any location within our company, you'll find a career that means something. You'll not only have the opportunity to use your skills to make a real difference, but you'll also be part of an inclusive, respectful work environment filled with peers who have answered the call to care for others. Our Company Mission Agape Care's mission is to serve with love, providing comfort and support through compassionate care and meaningful experiences. For our team members, these aren't empty words. In every interaction, no matter how big or small, we're dedicated to providing a superior experience for patients facing life-limiting illnesses and their families. Qualifications: Required Skills & Competencies Exceptional verbal and written communication skills. Strong interpersonal and relationship-building capabilities with a customer-focused approach. Excellent organizational skills, attention to detail, and the ability to manage multiple priorities. Strong understanding of employment laws, regulations, and HR policies; ability to apply them appropriately and consistently. Ability to understand organizational structure, job architecture, compensation programs, and HR operations. Demonstrated ability to meet deadlines and adapt in a fast-paced environment. Strong analytical and problem-solving skills with sound judgment. Proficient in Microsoft Office Suite and HR systems. Education & Experience Minimum of 8 years of progressive HR experience, including significant experience resolving complex employee relations issues. Broad knowledge of HR disciplines including compensation, organizational development, employee relations, diversity, performance management, and federal/state employment laws. Bachelor's degree in Human Resources Management or related degree required. SHRM-CP or SHRM-SCP certification preferred, or ability to obtain certification within one year of hire. UKG HRIS Software Experience preferred. Appcast Apply Goal Priority: Regular

Ohio • Full-Time • Multi-Site Skilled Nursing Management We're growing - and we're looking for a strong, steady HR leader to grow with us. Garden Springs Healthcare is an expanding skilled nursing management company in Ohio. We focus on clear standards, strong communication, and a supportive environment for both our staff and the residents we serve. As we continue to scale, we're strengthening our people systems and leadership development, and we're seeking a Corporate Director of HR & Culture to help lead that work. What You'll Do Lead HR policy, compliance, and employee relations across multiple facilities Build consistent onboarding, documentation, and performance practices Strengthen communication, culture, and engagement throughout the organization Improve hiring, onboarding, and leadership development pathways Support acquisitions, organizational planning, and HR metrics reporting Serve as a steady, structured resource for building leadership teams What We're Looking For 5+ years of HR leadership (healthcare or multi-site strongly preferred) Strong expertise in HR compliance, employee relations, and policy development Clear, confident communicator with strong decision-making skills Dependable, structured leadership approach with excellent follow-through Ability to travel throughout Ohio SHRM-CP/SCP or PHR/SPHR preferred Why Join Us A growing organization with room to build systems and leave a lasting impact Supportive leadership that values consistency, communication, and professionalism Opportunity to shape culture, elevate expectations, and influence organizational direction If you're a steady, strategic HR leader who thrives in building structure and supporting growth, we'd love to talk with you. Apply directly on LinkedIn or message us for more details.

Do you lead with kindness and a servant's heart? Are you passionate about employee relations and staying ahead of evolving HR compliance? We have a need for a Human Capital Consultant at The Encompass Group. In this role, you will collaborate with HR and other business leaders to create strategy and alignment across their organization. You serve as both a subject mater expert and strategic partner to help streamline HR processes and procedures. The Encompass Group is the people optimization partner whose love of others compels us to exceed clients' expectations and meet their greatest needs. Traditional job descriptions for an HR Business Partner just don't fit what we do. We are people dedicated to helping others grow, thrive, and transform; the tie that binds everything we do is our focus on people. What we look for: Bright- We are curious, and we are smart. But we're also inquisitive, shining a light into the darkness to ensure we understand our clients' problems and how to solve them. Uncommonly kind- Had a bad day? Cookies arrive on your desk. Lost your luggage? We'll make sure you have what you need to get home. Being kind also means striving to make a positive impact, even when it's hard or unpopular. Purposeful- We don't merely skim the surface of a problem; we delve deep into its roots and provide solutions that are smart and backed by our expertise. Joyful servant- Our approach to serving clients is characterized by enthusiasm, positivity, and a strong sense of purpose. What we promise: Purposeful and accelerated career growth A flexible working environment 4 weeks PTO, full company paid benefits package, 401k contribution Fun- company outings, sporting events, in-office massages, casino nights, and regular celebration Compassion- consistently serving one another and our broader community Job Responsibilities: Ensure clients have an exceptional end-to-end customer experience using our various technology platorms and related services while acting as the primary point of contact. Provide in-person and web-based/telephonic client training on technology solutions. Deliver continuing education and support for business practices, processes, projects, and technology relating to COBRA, FMLA, Employee Relations, Unemployment, Benefits Administration, compensation, HRIS, and HR strategy. Anticipate clients' needs and proactively address potential concern areas. If you are ready to build relationships and better organizations, please apply. We cannot wait to meet you!

**Candidates must reside in SCAL Market** This senior individual contributor is primarily responsible for serving as a liaison between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures, conducting company human resources support activities, and driving and/or partnering on the development and implementation of organizational change efforts. This position collaborates with HR and business partners to deliver solutions on employee and/or labor relations issues, leads and/or partners on HR investigations based on standard KP or negotiated labor practices, conducts reporting of Company employee information and external benchmarks, and supports and provides consultation to ensure HR compliance. Essential Responsibilities: Practices self-leadership and promotes learning in others by building relationships with cross-functional stakeholders; communicating information and providing advice to drive projects forward; influencing team members within assigned unit; listening and responding to, seeking, and addressing performance feedback; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership and mentoring junior team members; creating and executing plans to capitalize on strengths and develop weaknesses; and adapting to and learning from change, difficulties, and feedback. Conducts or oversees business-specific projects by applying deep expertise in subject area; promoting adherence to all procedures and policies; developing work plans to meet business priorities and deadlines; determining and carrying out processes and methodologies; coordinating and delegating resources to accomplish organizational goals; partnering internally and externally to make effective business decisions; solving complex problems; escalating issues or risks as appropriate; monitoring progress and results; recognizing and capitalizing on improvement opportunities; and evaluating recommendations made by others. Serves as first point of contact between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures by partnering with business leaders on strategies and business objectives; assessing HR impact in consideration of changing business strategies; researching and analyzing organizational data and processes to identify trends, root causes, and potential solutions to HR issues; delivering data driven recommendations on HR efforts; coaching and serving as a strategic partner with executive/senior leaders; and aligning and providing solutions in consideration of both HR and business objectives. Conducts company human resources support activities by providing guidance and subject matter expertise to internal and external stakeholders on diverse HR specialties (e.g., equal opportunity/affirmative action, disability management, recruitment and hiring options, compensation, employee benefits, training); identifying and leveraging additional resources and expertise; performing human resources activities; ensuring human resources align with KP standards; and ensuring human resources activities are fully documented. Drives and/or partners on the development and implementation of organizational change efforts by identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; consulting with internal and external stakeholders on change management strategy; providing input in the creation or revision of change management plans; developing communications; communicating regional differences at a national level; and monitoring ongoing impact of organizational changes or efforts on employees. Collaborates with HR and business partners to deliver solutions on employee and/or labor relations issues by providing consultation on employee relations matters (e.g., performance management, employee discipline issues); conducting research and providing advice and assistance on employment related regulations at the State and Federal level; influencing leadership regarding employee relations policies, procedures, and documentation; researching, identifying, and analyzing employee relations concerns; attending arbitration and negotiations; coordinating problem resolution; and escalating issues based on supporting data. Leads and/or partners on HR investigations based on standard KP or negotiated labor practices by coordinating the collection and analysis of quantitative and qualitative data; leading interviews; researching key business issues; identifying potential action steps; creating appropriate documentation; and evaluating and recommending corrective action plans for substantiated allegations. Conducts reporting of Company employee information and external benchmarks by compiling, completing, reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports. Supports and provides consultation to ensure HR compliance by staying abreast of current compliance regulations; providing support and expertise to business partners regarding regulatory changes; and driving the implementation of designated changes. Minimum Qualifications: Minimum three (3) years experience in a leadership role with or without direct reports. Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum eight (8) years experience in human resources or business operations. Additional equivalent work experience in a directly related field may be substituted for the degree requirement. Additional Requirements: Preferred Qualifications: Four (4) years health care experience. Four (4) years experience working cross-functionally across departments, functions, or business lines. Primary Location: California,Pasadena,Walnut Center - Regional Offices Scheduled Weekly Hours: 40 Shift: Day Workdays: Mon, Tue, Wed, Thu, Fri Working Hours Start: 08:00 AM Working Hours End: 05:00 PM Job Schedule: Full-time Job Type: Standard Worker Location: Onsite Employee Status: Regular Employee Group/Union Affiliation: NUE-SCAL-01|NUE|Non Union Employee Job Level: Individual Contributor Department: Regional Offices - Pasadena - Medical Office Admin Services - 0806 Pay Range: $144400 - $186780 / year Kaiser Permanente is committed to pay equity and transparency. The posted pay range is based on possible base salaries for the role and does not include the value of our total rewards package. Actual pay determined at offer will be based on years of relevant work experience, education, certifications, skills and geographic location along with a review of current employees in similar roles to ensure that pay equity is achieved and maintained across Kaiser Permanente. Travel: Yes, 20 % of the Time Kaiser Permanente is an equal opportunity employer committed to fair, respectful, and inclusive workplaces. Applicants will be considered for employment without regard to race, religion, sex, age, national origin, disability, veteran status, or any other protected characteristic or status.

We are seeking a strategic, hands-on IT Business Partner to support and advance the technology needs of Femwell's Ancillary Services division, which includes outpatient Imaging Centers, Maternal Fetal Medicine (MFM) clinics, a pathology laboratory (MediPath), and other specialty care centers. While the primary focus of this role will be on Imaging and MFM, the IT Business Partner will also provide cross-functional support to the full Ancillaries portfolio. This individual will act as a liaison between the Ancillaries operations teams and the Corporate IT department, working closely with office managers at key sites and operational leaders across departments to triage issues, identify root causes, and drive improvements to systems and workflows. This role requires strong communication, problem-solving, and leadership skills, as well as deep familiarity with healthcare IT systems. Essential Job Functions Technology Strategy & Leadership • Collaborate with Ancillaries leadership and Corporate IT to develop and execute IT strategies aligned with business goals. • Support technology planning for new site launches, system upgrades, and service line integrations. • Serve as a strategic partner and advisor to department heads, clinical leadership, and office management teams. Systems & Infrastructure Oversight • Manage and support core systems including PACS/RIS, Maternal Fetal Medicine platforms such as AS Software, EHR/EMR integrations, laboratory information systems (LIS), imaging modalities, and telecommunications. • Ensure seamless interoperability between ancillary systems and referring practices. • Oversee physician-facing technologies including diagnostic viewing systems, image/report delivery tools, and portals. • Work collaboratively with ancillary site-level IT staff while aligning initiatives with Corporate IT standards and architecture. Stakeholder Liaison & Process Optimization • Build strong relationships with office managers and operational leads at Imaging, MFM, MediPath, and other ancillary sites. • Triage technical and workflow-related issues, facilitate root cause analysis, and coordinate cross-functional solutions. • Identify and implement system enhancements to improve efficiency, data accuracy, and clinical operations. Cybersecurity & Compliance • Ensure HIPAA and HITECH compliance across all ancillary IT environments. • Partner with Corporate IT on security protocols, backup, disaster recovery, and data protection strategies. IT Operations & Support • Provide support and oversight for local IT resources, help desk operations, and third-party vendors serving ancillary locations. • Monitor technology performance, escalate unresolved issues, and guide adoption of IT best practices across sites. • Facilitate training and communication with non-technical end users Other Essential Tasks/Responsibilities/Abilities Must be consistent with Femwell's core values. Excellent verbal and written communication skills. Professional and tactful interpersonal skills with the ability to interact with a variety of personalities. Excellent organizational skills and attention to detail. Excellent time management skills with proven ability to meet deadlines and work under pressure. Ability to manage and prioritize multiple projects and tasks efficiently. Must demonstrate commitment to high professional ethical standards and a diverse workplace. Must have excellent listening skills. Must have the ability to maintain reasonably regular, punctual attendance consistent with the ADA, FMLA, and other federal, state, and local standards and organization attendance policies and procedures. Must maintain compliance with all personnel policies and procedures. Must be self-disciplined, organized, and able to effectively coordinate and collaborate with team members. Extremely proficient with Microsoft Office Suite or related software; as well as Excel, PPT, Internet, Cloud, Forums, Google, and other business tools required for this position. Education, Experience, Skills, and Requirements • Bachelor's degree in Information Technology, Computer Science, Health Informatics, or a related field. • Advanced degree or professional certifications (e.g., CPHIMS, PMP, CompTIA) preferred. Experience: • 3+ years of IT leadership or healthcare IT experience, preferably in outpatient or multispecialty clinical environments. • Direct experience with PACS, RIS, HL7, EHR/EMR integration, and MFM platforms such as AS Software. • Familiarity with imaging modalities (ultrasound, mammography, X-ray, MRI) and LIS systems. • Strong understanding of HIPAA, HITECH, and cybersecurity in clinical healthcare settings. Skills: • Exceptional communication and stakeholder management skills. • Proven ability to triage complex issues, lead root cause investigations, and optimize clinical workflows. • Technically proficient with strong problem-solving, vendor management, and project coordination skills. • Able to bridge the gap between clinical operations and technical infrastructure. Preferred Experience: • Experience supporting women's health or OB/GYN-focused practices. • Implementation of new outpatient or diagnostic center technologies. • Experience with cloud-based imaging, remote access solutions, or distributed multisite infrastructures.

Tallahassee Memorial Healthcare (TMH) is a private, nonprofit community-based healthcare system that provides care to a 22-county region in North Florida and South Georgia. We are a career destination with over 6,000 colleagues who reflect the diversity of our community. TMH is the region's healthcare leader and top provider of advanced care with a 772-bed acute care hospital and the region's only: Level II Trauma Center Primary Stroke Center Level III Neonatal Intensive Care Pediatric Intensive Care The most advanced cancer, heart and vascular, orthopedic & surgery programs in the Panhandle. Our system also includes a psychiatric hospital, multiple specialty care centers, six residency programs and more than 50 affiliated physician practices. Qualifications Required Education: Bachelor's degree in HR, business, or related field. HR may accept directly related professional work experience in lieu of the required education on a year to year basis. Experience accepted in lieu of education will not be applied to the minimum experience level required below (i.e., the same experience will not be counted twice). Other Training or Special Skills: Intermediate to advanced proficiency in Excel and Word required. Healthcare experience desired. Familiarity of company's HRIS system or a similar HRIS system a plus. Preferred Education: Master's degree in HR, business, or related field. Required Experience: None Required Certification/License/Registry: None Preferred Certification/License/Registry: One or more of the following credentials: Certified Compensation Professional (CCP) from World at Work Professional in Human Resources (PHR) from the Human Resources Certification Institute (HRCI) Senior Professional in Human Resources (SPHR) from HRCI Society for Human Resource Management-Certified Professional (SHRM-CP) from the Society for Human Resource Management (SHRM) and/or Society for Human Resource Management-Senior Certified Professional (SHRM-SCP) from SHRM Responsibilities Your Role: The Compensation Analyst: provides professional support in the development, implementation and maintenance of wage & salary administration conducts job analysis participates in compensation surveys provides recommendations/cost analyses to ensure market competitiveness maintains company's market pricing/benchmarking software tool and serves as an internal resource to HR and organizational management regarding compensation policy and pay practices. Reports To: Director/Comp and Benefits Supervises: None

Become a HR Business Partner with Agape Care Group! Do you thrive on building partnerships, solving problems, and helping leaders bring out the best in their teams? We are looking for a Human Resources Business Partner (HRBP) who is committed to supporting our employees and leaders with professionalism, compassion, and a strong strategic mindset. As an HRBP, you will partner closely with assigned business units to align people strategies with operational goals, provide guidance on complex employee relations matters, and help foster a positive, productive, and compliant work environment. In this role, you will advise leaders on performance management, workforce planning, development opportunities, and organizational effectiveness. You will also interpret policies, support employment actions such as promotions and transfers, analyze HR trends and metrics, and lead thorough and objective investigations. Your partnership will be key in building morale, strengthening engagement, and supporting retention across the organization. You will ensure all HR practices meet legal and regulatory requirements while maintaining a strong understanding of the business unit's goals, culture, and future workforce needs. You may also identify training needs, collaborate with Learning & Development, and help evaluate the effectiveness of programs and initiatives. And just like all of our team members, our HR Business Partners have access to Agape Care's supportive leadership team, professional development resources, and meaningful opportunities for growth and advancement. Key Responsibilities Conducts regular meetings with assigned business units to understand talent needs, workforce trends, and operational challenges. Provides strategic HR consultation and coaching to leaders on organizational development, performance management, employee relations, and talent strategies. Analyzes HR metrics and trends to recommend proactive solutions, programs, and policies that support business goals. Manages and resolves complex employee relations matters; conducts impartial, thorough investigations and provides clear recommendations. Maintains expert knowledge of federal and state employment laws and organizational policy requirements; partners with Legal as needed to mitigate risk and ensure compliance. Guides leaders through performance management activities including coaching, corrective actions, career development planning, and recognition strategies. Supports cultural and organizational effectiveness by fostering strong employee relationships, improving morale, and driving retention initiatives. Provides interpretation of HR policies, ensuring consistency and fairness across the business. Develops offer terms and supports employment actions including new hires, promotions, and internal transfers. Contributes to workforce planning, restructuring efforts, and succession planning to ensure long-term organizational readiness. Identifies training needs within assigned units and partners with Learning & Development to implement aligned solutions; monitors and evaluates training effectiveness. Supports international assignment processes when applicable. Performs additional related duties as required. We're Offering Even More Great Benefits When You Join Our Team! Tuition Reimbursement Immediate Access to Paid Time Off Employee Referral Program Bonus Eligibility Matching 401K Annual Merit Increases Years of Service Award Bonuses Pet Insurance Financial and Legal Assistance Program Mental Health and Counseling Programs Dental and Orthodontic Coverage Vision Insurance Health Care with Low Premiums $500 Matching Health Savings Account Short-term and Long-term Disability Fertility Assistance Program About Agape Care Group A leading hospice, palliative, and pediatric comfort care provider in the Southeast, Agape Care Group is dedicated to serving patients and families with love and delivering the highest quality care. Our network consists of Agape Care South Carolina and Georgia Hospice Care, and at any location within our company, you'll find a career that means something. You'll not only have the opportunity to use your skills to make a real difference, but you'll also be part of an inclusive, respectful work environment filled with peers who have answered the call to care for others. Our Company Mission Agape Care's mission is to serve with love, providing comfort and support through compassionate care and meaningful experiences. For our team members, these aren't empty words. In every interaction, no matter how big or small, we're dedicated to providing a superior experience for patients facing life-limiting illnesses and their families. Qualifications: Required Skills & Competencies Exceptional verbal and written communication skills. Strong interpersonal and relationship-building capabilities with a customer-focused approach. Excellent organizational skills, attention to detail, and the ability to manage multiple priorities. Strong understanding of employment laws, regulations, and HR policies; ability to apply them appropriately and consistently. Ability to understand organizational structure, job architecture, compensation programs, and HR operations. Demonstrated ability to meet deadlines and adapt in a fast-paced environment. Strong analytical and problem-solving skills with sound judgment. Proficient in Microsoft Office Suite and HR systems. Education & Experience Minimum of 8 years of progressive HR experience, including significant experience resolving complex employee relations issues. Broad knowledge of HR disciplines including compensation, organizational development, employee relations, diversity, performance management, and federal/state employment laws. Bachelor's degree in Human Resources Management or related degree required. SHRM-CP or SHRM-SCP certification preferred, or ability to obtain certification within one year of hire. UKG HRIS Software Experience preferred. Appcast Apply Goal Priority: Regular

Directs and manages day-to-day talent acquisition operations and activities across multiple facilities within assigned geographic region in a manner that is consistent with the mission and philosophy of Baptist. Provides regional leadership for recruitment strategies, policy implementation, and team development while ensuring effective practices and efficient utilization of resources throughout assigned Baptist facilities. Some overtime and travel is required. Performs other duties as assigned. Responsibilities Directs and manages day-to-day talent acquisition operations and activities across multiple facilities within assigned geographic region in a manner that is consistent with the mission and philosophy of Baptist. Participates in organizational planning and development by formulating regional goals and objectives, planning and developing programs and initiatives in support of strategic plans to assure effective practices and efficient utilization of resources throughout assigned Baptist facilities. Consults with Leadership across regional facilities on hard-to-fill positions to assure fair and consistent application of recruitment strategies, policies, regulations, and protocols, while minimizing risk to Baptist. Monitors TA software programs across all regional facilities for operating policies, practices and processes to ensure consistent system utilization and respond appropriately to regional recruitment needs. Ensures consistent implementation and adherence to system-wide recruitment policies and procedures across all regional facilities, providing leadership to staff to assure fair and consistent application of rules, regulations, and protocols while minimizing legal risks and exposure to Baptist. Mentors and trains recruitment staff across multiple facilities within the region, fostering professional development and sharing best practices to ensure consistent service delivery standards and build regional talent acquisition capabilities. Collaborates with Leadership across regional facilities to identify issues/potential problems and facilitate development of procedures for resolution and prevention while ensuring consistent practices across all locations. Requirements, Preferences and Experience Education Preferred: Master's degree in HR, Healthcare Administration, or related field. Minimum: Bachelor's degree in HR, Healthcare Administration, or related field - OR - equivalent experience. Experience Preferred: 7+ years progressive management and experience in Talent Acquisition, Recruitment and/or Marketing preferably in a healthcare setting with multi-site or regional management experience. Minimum: 5 years management experience in talent acquisition or human resources with demonstrated success in leading recruitment teams. Special Skills Preferred: PHR or SPHR certification. Healthcare recruitment experience with knowledge of critical access hospital operations. Minimum: Advanced level computer skills with knowledge of Microsoft Office and Applicant Tracking Systems. Strong leadership and communication skills with ability to manage multiple facilities and stakeholders. Experience with policy implementation and compliance management across multiple locations.

Human Resources Director- Seeking a professional to plan, organize and manage the Agency's Human Resources Department, personnel systems and human relations functions. Supervises the Human Resources Assistant.Essential duties: Oversees recruitment and selection, classification and compensation, personnel records maintenance functions & employee benefits administration; Develops personnel policies and administrative procedures; Maintains up-to-date job classification system and job descriptions; Provides technical support, information, and assistance to the Management Team and CHS Board; Monitors Federal and State legislation on employment matters and ensures compliance; Conducts investigations related to grievances, claims of harassment, discrimination, and related subjects; Facilitates conflict resolution; Participates in disciplinary proceedings and makes recommendations regarding the disciplinary process; Conducts salary and benefit reviews, organizes and analyzes the results and prepares reports and recommendations; Supervises and coordinates benefits administration; Manages employee leaves of absence and Workers' Compensation and unemployment claims; Reviews current benefits packages for enhancements and cost cutting measures; Participates in meetings with benefits providers to discuss rates and other changes; Assesses training needs and participates in the preparation of an annual training plan; Participates in developing training programs; Ensures and documents that mandatory training requirements are met; Establishes and ensures proper administration of personnel policies and procedures; Oversees the preparation of Personnel Action Forms for action by the Finance Department and coordinates with Finance on matters of pay and leaves; Supervises and assigns work to Human Resources Assistant; Attends Board meetings and makes presentations; Facilitates the Personnel Committee of the Board; Develops & prepares a Department budget; Maintains confidential personnel records and other human resources files; Participates in selection, supervision, evaluation, and job development of Human Resources Department staff; Implements effective employee evaluation and performance improvements processes; Develops plans and procedures for improving Human Resources Department services; Represents the Human Resources Department with the community, other nonprofits, and other government agencies; Represents Human Resources with Agency staff; Develops and implements an Injury and Illness Prevention Program; Maintains policies and procedures that comply with CARF standards of excellence.Minimum qualifications: Graduation from an accredited four-year college or university, plus five years of progressively more responsible and varied experience in human resources, preferably public personnel, including three years of experience in a supervisory, managerial, or administrative position. A combination of training and experience which would likely provide the required knowledge and abilities may be qualifying.The Human Resources Director must be able to plan, organize, and coordinate the Agency's employment and employee relations functions. Provide supervision, training, and work evaluation for staff. Formulate, implement, and evaluate personnel and human relations systems and procedures. Interpret, explain, apply, and enforce a variety of laws, rules, and regulations. Develop and implement human resources programs. Prepare and manage the department budget. Research, collect, and analyze information related to personnel administration functions. Prepare a variety of reports and presentations. Effectively represent the Agency's Human Relations Department with a variety of individuals, community organizations, and other governmental agencies. Establish and maintain cooperative working relationships.Salary $112,268 - $136,462 a year D.O.E. Additional 5% if bilingual (Spanish). Generous benefits package including dental and vision coverage. AA/EOE.****************** E04JI8000gud40836na

Job Description BIOSPECTRA HUMAN RESOURCES DIRECTOR If you like the idea of being a Human Resources leader and part of a growing company that is a major supplier to the bio-pharmaceutical industry, this may be the job for you! BioSpectra is seeking a Human Resources Director to lead Human Resources and drive organizational effectiveness, by leading exceptional talent acquisition and talent development initiatives, implementing strategies, technology platforms and compensation/total rewards systems that drive performance excellence. This is an excellent opportunity for an individual who has the leadership ability to lead BioSpectra to the next level of human resources excellence, while working with the current Human Resources Director who will be moving to a part-time HR role. Major Roles & Responsibilities: Organizational Effectiveness: Consults with division leadership and devises talent acquisition and development strategies to enable leadership to build capable organizations These strategies may involve organizational redesign, candidate sourcing and recruiting, employee planning (replacement, succession, and career development planning), management development and performance coaching • Performance Excellence: Develops and implements strategies, programs and a technology platform that enables managers and employees to achieve optimal performance, build a culture with a focus on accountability, identifying root causes related to performance deficiencies and challenge their teams to take immediate actions to resolve. • Talent Acquisition: Direct all talent acquisition activities including candidate sourcing, recruiting, interviewing, selection and making candidate offers with a focus on the quality of hiring and enabling managers to build high performing teams. • Compensation & Total Rewards: Develop and implement compensation/total rewards strategies and programs to enable BioSpectra to attract and retain talent, consistent with BioSpectra's pay philosophy to pay based on performance, our external labor market strategy and internal valuation of each position. • HR Policies & Administration: Develop and implement human resources policies that support overall BioSpectra's business and human resources strategy, ensure organizational compliance with current federal, state and local employment laws, and develop policies that address policy gaps. • Employee Engagement & Retention: Evaluates employee engagement and retention, develops and implements effective employee company-wide programs, to drive high levels of employee engagement and reduce “unwanted turnover”. • Management Development: Working closely with the Training & Development department to implement effective management, supervisory and employee development programs and initiatives. • HR Staff Development: Create an HR organizational plan; implement recruiting and internal staff development initiatives to build the overall capabilities of the human resources department. Qualifications: • The following qualifications are required: ---- Bachelor's degree in Human Resources, Business or related field. ---- Minimum of ten or more years of human resource management experience in a manufacturing setting with highly competent knowledge of employment law, how to build high performing organizations, creating and implementing compensation strategies, management and employee development that support organizational excellence. • The ideal candidate will have the following experience or attributes: ---- Experience leading human resources for a bio-pharmaceutical, chemical, food, fragrance or other similar materials manufacturing company; ---- Highly accountable, self-motivated, and works autonomously with the ability to be decisive and develop/implement creative solutions to challenging issues; ---- Highly effective leader who can communicate and connect with leaders and employees at all levels of the organization; ---- Highly effective in coaching executives and leaders at levels to optimize the performance of their teams; ---- Highly effective at thinking critically and resolving complex issues; ---- Effective at planning and managing departmental initiatives, as well as the ability engage their team in switching quickly from one task to another; ---- Trustworthy in maintaining confidentiality and handling confidential information; • The following attributes would be an added plus: ---- Effective working knowledge of cGMP practices with a life science or bio-pharmaceutical company; ---- Working knowledge of HR Systems and software platforms and experience with implementing HR technology solutions; ---- HR certifications such as PHR, SPHR, SHRM-CP or SHRM-SCP, World-at-Work; If you believe you have the leadership capability, the knowledge of how to lead a high growth company to achieve human resources excellence and the right stuff to be BioSpectra's next Human Resources Leader, please reach out to us!