Human Resources Advisor

Human Resources Business Partner Position Summary The Human Resources Business Partner (HRBP) is a strategic HR partner responsible for delivering a consistent, positive, and development-focused employee experience across the organization. Guided by the mission of Deaconess to advance the health and well-being of our community with a compassionate and caring spirit, this role integrates employee relations and talent development to support leaders and employees. The HRBP serves as a trusted advisor, balancing employee advocacy, organizational values, and business needs while supporting Deaconess' goal to be the preferred regional health care partner for all. Key Responsibilities Employee Relations & Workplace Support Serve as a primary point of contact for employee relations matters including performance management, workplace conflict, investigations, policy interpretation, and corrective action. Coach leaders on documentation, performance improvement, conflict resolution, and respectful workplace practices. Conduct or support fair, timely, and confidential investigations in compliance with employment laws and organizational policies. Identify trends in employee relations issues and recommend proactive, mission-aligned solutions. Partner with Legal, Compliance, and HR leadership on complex matters as needed. Talent Development & Growth Partner with leaders and HR colleagues to assess development needs and support learning and development initiatives. Support leadership and employee development programs including onboarding, role transitions, performance development, and career pathways. Coach leaders on talent planning and development conversations. Promote a culture of continuous learning, feedback, and growth. Employee Experience & Engagement Champion fair, consistent, and human-centered people practices across the employee lifecycle. Support employee listening strategies and translate insights into engagement and development actions. Partner with leaders during organizational change to support communication and employee well-being. Data & Insights-Driven Decision Making Use data to inform employee relations strategies, talent development initiatives, and employee experience improvements. Analyze trends from employee relations cases, engagement surveys, listening sessions, and workforce metrics to identify root causes and recommend targeted actions. Translate data and insights into clear, actionable recommendations for leaders that support engagement, development, retention, and organizational health. Partner with HR colleagues to measure the effectiveness of employee experience and development initiatives and adjust approaches based on outcomes. Support a culture of continuous improvement by using data to proactively address risks, improve processes, and enhance the employee experience. Partnership & Consulting Act as a consultative partner to leaders, balancing business needs, employee experience, and risk mitigation. Collaborate with HR Leaders and Centers of Excellence to deliver a cohesive employee experience. Serve as a connector between employees, leaders, and HR teams. Continuous Improvement & Stewardship Ensure practices are applied consistently and equitably. Stay current on employment law, healthcare workforce trends, and talent development best practices. Recommend improvements to HR processes and programs. Qualifications Required Bachelor's degree in Human Resources, Organizational Development, Business, or related field. 2+ years of progressive HR experience with employee relations and/or talent development focus. Experience handling complex employee relations issues. Strong coaching, communication, and relationship-building skills. Ability to manage sensitive situations with discretion and empathy. Preferred Healthcare or mission-driven organization experience. Knowledge of employment law and investigations. Experience supporting organizational change. SHRM-CP, SHRM-SCP, PHR, or similar certification.