HR Business Partner

HR Business Partner at ENT Specialty Partners

The HR Business Partner (HRBP) is a strategic, consultative HR role that partners with HR leadership and operational leaders to support practice integrations, organizational effectiveness, culture, and enterprise HR initiatives. Reporting to the HR Director, this role operates at the intersection of strategy and execution. It contributes strategic input and recommendations while owning the design, structure, and rollout of HR frameworks, tools, and initiatives that support consistent and scalable execution across the organization.

This role does not manage day-to-day HR operations, employee relations investigations, payroll, or benefits administration. Instead, it focuses on building repeatable processes, content, and resources that enable the broader HR team to execute effectively within established governance and decision-making structures.

What You’ll Do

Strategic Partnership & Advisory Support

• Partners with HR leadership to provide input, analysis, and recommendations related to workforce initiatives, organizational changes, and people programs.
• Serves as a thought partner on integration readiness, culture trends, and change impacts, elevating risks and opportunities for leadership consideration.
• Participates in planning discussions and working sessions related to HR strategy, while operating within defined scope and governance.
• Supports the translation of strategic direction into practical tools, materials, and execution plans.

Integrations & Change Management

• Partners with HR leadership and Operations to support HR execution for practice integrations, ensuring a consistent and organized integration experience.
• Develop and manage integration timelines, FAQs, presentations, and coordination of HR-related meetings.
• Partner with HR leadership, Operations, Payroll/HRIS, and Recruiting to support smooth onboarding and stabilization of newly integrated practices.
• Identify integration-related risks or gaps and escalate appropriately.
• Schedules and facilitates post-integration debriefs, gathering feedback from cross-functional teams, practice leadership, and employees; synthesizes findings and presents recommendations on integration effectiveness, lessons learned, and opportunities for improvement.

Culture & Engagement

• Leads the administration and execution of the annual culture and engagement survey.
• Collect, analyze, and present survey results and insights to HR leadership.
• Develop actionable recommendations and support follow-up planning based on survey results.
• Continuously evaluate and improve survey tools, feedback mechanisms, and engagement processes over time.

Learning & Development (Content & Design)

• Designs and develops HR training content to support organizational initiatives, integrations, and compliance requirements.
• Partners with subject matter experts to translate policies, processes, and workflows into clear, structured training materials.
• Develops and maintains training modules, scripts, and learning resources aligned with ESP standards.
• Updates training content as systems, policies, or processes evolve in coordination with HR leadership and Compliance.

Enterprise HR Initiatives & Projects

• Supports and leads assigned HR initiatives and projects, including system enhancements, process redesigns, and enterprise initiatives as assigned.
• Create and maintain SOPs for HR processes to ensure clarity, consistency, and repeatability.
• Support policy drafting and revisions in partnership with HR leadership and Compliance.
• Ensure HR initiatives follow documented workflows and governance standards.

Cross-Functional Partnership

• Collaborate with HR leadership, Compliance, Payroll/HRIS, Operations, and Talent Acquisition teams to support enterprise initiatives.
• Serve as a subject-matter resource for culture, integrations, and L&D content.
• Provide structured updates, materials, and recommendations to HR leadership as needed.

As with any dynamic clinical setting, responsibilities may evolve to meet the changing needs of the organization and support overall team success.

Qualifications

Required

• Bachelor’s degree in Human Resources, Organizational Development, Business, or a related field.
• 3+ years of progressive HR experience, with demonstrated involvement in integrations, change management, or HR program design.
• Active HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) required.
• Strong experience developing HR processes, SOPs, training content, or enterprise HR initiatives.
• Ability to translate complex processes into clear, structured, and scalable materials.
• Strong written communication, presentation, and organizational skills.
• Experience working in a multi-site, growth-oriented, or MSO environment.

Preferred

• Experience supporting healthcare or physician practice organizations.
• Experience supporting practice acquisitions or integrations.
• Familiarity with learning management systems, digital training tools, or AI-based learning platforms.
• Experience operating within a high-growth organization.
• Experience working with Paycom HRIS or similar HRIS platforms strongly preferred.

Behavioral Expectations

• Strategic thinker with strong execution discipline.
• Highly organized, detail-oriented, and process-driven.
• Collaborative partner who works effectively across teams and functions.
• Comfortable operating within defined scope and escalating appropriately.
• Demonstrates professionalism, discretion, and sound judgment.
• Adaptable and solutions-oriented in a fast-paced environment.

Work Environment & Physical Expectations

• Remote work environment with occasional travel as needed.
• Monday–Friday daytime schedule; flexibility required based on project timelines.
• Requires sustained focus, analytical thinking, and structured problem-solving.
• Involves independent work as well as cross-functional collaboration.

Key skills/competency

• HR Strategy
• Organizational Effectiveness
• Practice Integrations
• Change Management
• Culture & Engagement
• Learning & Development
• HR Program Design
• SOP Development
• Cross-Functional Collaboration
• Project Management