Human Resources Business Partner | Summit Healthcare Mgmt | Franklin, Tennessee About the Job: The Human Resources Business Partner (HRBP) serves as a strategic partner to facility CEOs, Human Resources leaders, and operational leadership across an assigned region. The HRBP translates business and workforce needs into practical people strategies that strengthen employee retention, engagement, organizational culture, leadership effectiveness, and workforce stability. A primary focus of the role is partnering with facility leadership to understand the drivers of turnover and engagement, develop and execute meaningful retention strategies, and build healthy, accountable workplace cultures. The HRBP also provides leadership and guidance on complex employee relations matters, ensuring fair, consistent, timely, and legally compliant outcomes. The HRBP uses workforce data, business insight, and strong relationships with leaders to identify trends, anticipate people-related risks, strengthen leadership capability, and improve organizational effectiveness. Roles and Responsibilities: ESSENTIAL FUNCTIONS: Retention, Engagement & Culture · Partners with facility CEOs and HR leaders to develop, implement, and monitor facility-specific retention, engagement, and culture strategies with measurable outcomes. · Analyzes attrition, vacancies, exit interviews, engagement feedback, and employee relations trends to identify root causes and priority interventions. · Leads the development and follow-through of facility retention action plans with clear accountability, milestones, and measures of success. · Collaborates with operational leaders to forecast attrition and workforce risks and implement proactive staffing and retention responses. · Coaches leaders in building positive, accountable workplace cultures through recognition, communication, employee connection, and engagement action planning. Employee Relations & Leadership Support · Serves as a trusted advisor to facility CEOs, HR leaders, and managers on complex employee relations, workplace conduct, performance, and conflict matters. · Guides corrective action, investigations, conflict resolution, and employment decisions to promote timely, fair, consistent, and well-documented outcomes. · Conducts or oversees sensitive workplace investigations and partners with Legal and senior HR leadership on matters involving elevated risk. · Identifies recurring employee relations patterns and advises leaders on proactive solutions that strengthen trust and reduce organizational risk. · Coaches managers on difficult conversations, performance expectations, policy application, and effective resolution of workplace concerns. Strategic HR & Workforce Planning · Partners with facility and regional leaders to align people strategies with operational objectives, patient care needs, and workforce stability. · Uses workforce metrics and business insight to anticipate staffing needs, evaluate workforce risks, and recommend targeted solutions. · Collaborates with Talent Acquisition and operational leaders on persistent vacancies, hard-to-fill roles, and workforce planning priorities. · Advises on organizational design, leadership transitions, succession needs, and other changes affecting facility teams. · Supports regional and enterprise initiatives, including restructurings, acquisitions, de novos, and strategic HR projects. Performance, Talent & Leadership Development · Partners with leaders to strengthen performance management practices, goal setting, feedback quality, and accountability. · Coaches facility HR teams and managers on effective performance conversations, development planning, and corrective action. · Identifies leadership capability gaps and recommends practical coaching, training, and development interventions. · Supports talent reviews, succession planning, internal mobility, and development of high-potential employees. · Collaborates on HR and leadership education that addresses recurring workforce challenges and strengthens manager effectiveness. HR Partnership, Compliance & Organizational Effectiveness · Advises facility HR leaders on HR policies, employment practices, employment law, and significant compliance matters. · Partners with facility leaders to support ongoing HR regulatory readiness, including applicable Joint Commission, CARF, CMS, and state requirements. · Builds facility HR capability and accountability, enabling local teams to manage routine transactions while escalating complex issues appropriately. · Collaborates with corporate HR functions, Payroll, Legal, and Compliance to resolve issues and improve consistent, efficient service delivery. · Identifies opportunities to improve HR processes and employee experience; travels to assigned facilities as needed to advance retention, culture, employee relations, and regional priorities. LEADERSHIP FUNCTIONS: · Builds trusted relationships with CEOs, facility HR leaders, and operational leadership while maintaining appropriate independence and objectivity. · Demonstrates sound judgment and the ability to make decisions within appropriate levels of authority, escalating significant risk when necessary. · Influences leaders through credibility, data, collaboration, and practical business solutions. · Anticipates workforce issues rather than relying solely on reactive HR interventions. · Holds leaders and HR partners accountable for agreed-upon actions and outcomes. · Balances employee advocacy, organizational needs, regulatory requirements, and business realities. · Communicates clearly, directly, and respectfully, particularly when navigating difficult or sensitive matters. ADDITIONAL RESPONSIBILITIES: · Complies with organizational policies, procedures, performance improvement initiatives, and applicable regulatory and industry standards. · Maintains regular and reliable attendance. · Meets expectations as an exempt employee to work additional hours as required to meet company needs and project deadlines. · Accepts responsibility for professional growth and development and attends mandatory facility in-services and staff development activities as scheduled. · Maintains professionalism and confidentiality of facility employees and patients. · Performs other duties as assigned. EDUCATION/EXPERIENCE/SKILL REQUIREMENTS: Required: · Five or more years of progressive Human Resources experience with demonstrated responsibility for employee relations and consultative HR partnership. · Demonstrated experience developing or executing employee retention, engagement, and workplace culture initiatives. · Experience managing complex employee relations matters, including investigations, corrective action, and leadership consultation. · Ability to interpret workforce metrics and translate findings into practical action plans and recommendations. · Strong knowledge of applicable federal and state employment laws, sound judgment, and effective coaching, communication, and influencing skills. Preferred: · Bachelor’s degree in Human Resources, Business Administration, or a related field; equivalent education and experience considered. · Experience supporting multi-site, geographically dispersed, or remote operations, preferably in healthcare or behavioral health. · Experience directly supervising and developing multiple employees, including remote direct reports; functional leadership of HR teams also valued. · Experience with Joint Commission, CARF, CMS, or similar regulatory environments. · PHR, SPHR, SHRM-CP, or SHRM-SCP certification. LICENSES/DESIGNATIONS/CERTIFICATIONS: Professional HR certification preferred (see qualifications above). WORK LOCATION: Remote/corporate position with regular travel to assigned facilities based on business needs. SUPERVISORY REQUIREMENTS: Direct supervision may be assigned based on organizational structure; provides functional guidance and coaching to facility HR leaders. ADDITIONAL REGULATORY REQUIREMENTS: While this job description is intended to be an accurate reflection of the requirements of the job, management reserves the right to add or remove duties from particular jobs when circumstances (e.g., emergencies, changes in workload, rush jobs, or technological developments) dictate Why Summit Healthcare Mgmt?Summit Healthcare Mgmt offers a comprehensive benefit plan and a competitive salary commensurate with experience and qualifications. Qualified candidates should apply by submitting a resume. Summit Healthcare Mgmt is an EOE. Veterans and military spouses are highly encouraged to apply. Summit BHC is dedicated to serving Veterans with specialized programming at our treatment centers across the country. We recognize and value the unique strengths of the military community in supporting our mission to serve those who have served.

Human Resources Business Partner.

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