People Business Partner, Southeast

About the role

This role translates regional business strategy into tangible people programs and executes initiatives directly alongside hospital leaders. The hire owns the balance between strategic influence and hands-on execution to preserve and strengthen the VEG culture across the Southeast region. They act as the primary people advisor to local leadership, ensuring all initiatives align with the company's core values and operational goals. The position requires a proactive approach to shaping workforce strategy through data analysis and relationship-driven partnerships. Success is defined by the ability to drive consistent employee experiences across multiple hospital locations. The hire will own complex projects from inception to completion, ensuring all deliverables meet high standards of quality and timeliness. This role demands a high level of ownership and accountability for the overall employee lifecycle in the region.

Key facts

What you'll do

Regional workforce strategy is shaped through data analysis and relationship-driven partnerships with leaders.

You will design and execute annual People processes end-to-end, ensuring consistency and compliance across the Southeast region.

You will develop organizational capability by coaching regional and local leaders on management best practices.

You will build trusted relationships through regular on-site visits to VEG hospitals, connecting with VEGgies and operational leaders.

You will provide expert guidance on HR policy, legal adherence, and compliance, including EEO, ADA, and FMLA requirements.

You will manage and resolve complex employee relations issues, facilitating difficult conversations with empathy and fairness.

You will use business judgment to challenge leaders constructively and drive decisions that improve organizational outcomes.

You will serve as the primary point of contact for hospital managers on all matters related to employee experience and engagement.

You will ensure all regional activities align with company policies, standards, and the overall VEG culture.

You will analyze workforce data to identify trends and recommend actions that improve retention and engagement.

You will support the implementation of performance management, compensation, and recognition programs specific to the region.

You will collaborate with the central People team to adapt global programs for local needs and hospital environments.

You will maintain strict confidentiality when handling sensitive employee information and situations.

You will contribute to the development of tools and resources that empower hospital leaders to manage their teams effectively.

Requirements

Work authorized candidates who meet the listed requirements are encouraged to apply.

A Bachelor's degree in HR, Organizational Development, or a related field is required.

Four or more years of progressive HR experience with an HRBP focus is required.

The ability to use data and relationship-driven partnerships to influence leaders and connect People decisions to operational outcomes is required.

Proven experience managing complex employee relations issues and facilitating difficult conversations is required.

Traveling up to 50% to 70% of the time within your geography is required.

Strong business judgment and the credibility to challenge leaders constructively are required.

A deep understanding of HR policies, employment law, and best practices is required.

The ability to maintain confidentiality and exercise sound judgment in sensitive situations is required.

Excellent written and verbal communication skills are required.

The capability to manage multiple priorities and projects in a fast-paced environment is required.

A commitment to fairness, empathy, and consistency in employee relations is required.

The ability to build trust and influence without direct authority is required.

Proficiency in HRIS, ATS, and Microsoft Office Suite is required.

Practical notes

Work authorized candidates who meet the listed requirements are encouraged to apply.

Typical interview steps

People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.

Good to know

Roles of this type translate business strategy into people programs and partner closely with hospital leadership. Common tools in this field include HR information systems, engagement survey platforms, and performance management tools. Clear communication, sound judgment, and empathy are essential in high-stakes or sensitive situations.

Questions to ask

Worth asking in any interview: how the team measures success, who the role works with daily, what the onboarding looks like, and what the company is trying to achieve this year. Asking what past hires did well is a strong final question. Keep the list short and pick the questions that matter most to you.

Career growth

People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.