HR Business Partner in Plantation, Florida at Pediatric Associates

PRIMARY FUNCTION

The HR Business Partner serves as a strategic advisor and consultant to assigned business units, aligning HR solutions with organizational goals. This role supports talent initiatives, employee relations, performance management, and workforce planning while fostering a collaborative and inclusive work environment. The HRBP partners closely with managers to promote employee engagement, resolve concerns, and ensure consistent application of HR policies and practices.

ESSENTIAL DUTIES AND RESPONSIBILITIES

This list may not include all the duties that may be assigned.

1. Partners with regional leadership to embed and promote the organization’s core values across teams.

1. Serves as a subject matter expert in employee relations, managing workplace investigations and recommending solutions for routine and sensitive issues.

1. Advises regional leaders on performance management, compensation practices, recruiting, and everyday HR decision-making.

1. Supports managers in progressive discipline and employment decisions, ensuring compliance and fairness, partnering with legal, risk and compliance as needed.

1. Leads and participates in cross-functional projects, fostering collaboration among departments and medical office teams.

1. Assists in the rollout of HR initiatives such as onboarding programs, employee engagement efforts, and local policy updates and participates in the HR implementation of mergers, acquisitions, and enterprise-wide change initiatives under the shared services model.

1. Aligns departmental people strategies with established HR policies and procedures and recommends updates where needed.

1. Supports HR program implementation, including training rollouts and talent acquisition efforts in partnership with HR leadership.

1. Provides input on workforce planning and contributes to leadership development within the assigned business unit.

1. Research and apply HR best practices, helping enforce procedural consistency and policy integrity.

2. Collects and analyzes HR metrics related to regional performance and employee engagement, identifying trends and recommending appropriate actions to support continuous improvement.

3. Assists with compensation processes and ensures delivery of Total Rewards within defined frameworks.

4. Stays current on local labor laws and HR trends to ensure compliant and progressive HR practices.

5. Collaborates with HR teams to enhance employee satisfaction and support retention efforts across assigned groups.

   QUALIFICATIONS

   EDUCATION: A bachelor’s degree in human resources, Business Administration, or a related field is preferred. However, candidates with a strong portfolio and proven years of experience in a strategic Human Resources role may be considered in lieu of a formal degree.

   EXPERIENCE: At least three (3) years of strategic human resource experience required. Healthcare organization experience a plus.

   LICENSURE / CERTIFICATION: PHR, SPHR, SHRM-CP, or SHRM-SCP a plus

   KNOWLEDGE, SKILLS, AND ABILITIES

6. HR expertise: Deep understanding of HR principles, best practices, and employment laws (federal, state, and local). 

7. Business acumen: Ability to understand business objectives and translate them into actionable HR strategies. 

8. Software proficiency: Familiarity with HRIS and other relevant software and digital tools. 

9. Communication: Exceptional verbal and written communication skills to interact with diverse audiences. 

10. Relationship building: Strong ability to build rapport and relationships with stakeholders at all levels. 

11. Strategic planning: Developing and implementing HR initiatives that align with organizational goals. 

12. Negotiation and conflict resolution: Skillfully navigating and resolving disputes between management and employees. 

13. Project management: Planning, organizing, and executing HR projects and initiatives. 

14. Analytical skills: Gathering and analyzing HR data to identify trends and inform decisions.

15. Strategic thinking: A forward-thinking mindset that connects HR to overall business strategy. 

16. Problem-solving and critical thinking: Analyzing information objectively and making reasoned judgments. 

17. Adaptability: Quickly adjusting to new conditions and managing organizational change. 

18. Leadership: Guiding and influencing teams and leaders, as well as identifying and developing future leaders. 

19. Confidentiality: The capacity to handle sensitive information with professionalism and discretion. 

20. TYPICAL WORKING CONDITIONS

21. Non-patient facing

22. Works in an office environment

23. May be either full time remote/telework or rotate working in the office and remote/telework.

24. Must be U.S. based.

25. Involves frequent telephone interaction.

26. May require sitting or standing for long periods.

27. Stooping, bending, and stretching for files and supplies.

28. Occasionally lifting files, boxes weighing up to 50 pounds.

29. View and type on computer screens for long periods.

30. Work in a high-volume environment.

31. OTHER PHYSICAL REQUIREMENTS

32. Vision

33. Sense of touch

34. Sense of sound

35. Requires manual dexterity sufficient to operate a keyboard, operate projector, copier, and other office and training equipment