Senior People Business Partner

About the role

You will serve as a trusted senior People Business Partner to Market Owners and hospital leaders across your assigned region, translating business priorities into practical People strategies. You will operate close to the front line while thinking strategically about talent, engagement, performance, leadership capability, and hospital growth. You will bring sound judgment, field credibility, data-informed recommendations, and deep care to the moments that matter most. This role empowers you to support, grow, and care for our VEGgies in the field with consistency and empathy. You will coach leaders through complex people moments and help build a resilient, high-performing team culture across the network.

Key facts

What you'll do

• Serve as the People Business Partner for your assigned region, partnering with Market Owners and hospital leaders to strengthen hospital performance, leader effectiveness, talent health, retention, engagement, and the VEGgie experience.
• Spend meaningful time in hospitals across your geography to build trusted relationships with VEGgies and leaders, staying close to field reality and ensuring People support is grounded in what is actually happening in the hospitals.
• Coach Market Owners and hospital leaders through performance management, employee relations, conflict, engagement, difficult conversations, and sensitive people moments with care, consistency, urgency, and sound judgment.
• Support regional execution of core People processes, including talent reviews, succession and development planning, engagement surveys, performance reviews, retention initiatives, compensation reviews, and growth plan adoption.
• Use people data, field insights, and recurring themes across hospitals to identify talent, engagement, retention, performance, and employee relations risks; diagnose root causes; and bring forward practical recommendations.
• Partner with People COEs, Talent, Legal, VQ, and regional operations teams to support adoption of People initiatives, escalate systemic themes, improve program usability, and protect the VEG culture in hospital reality.
• Act as a trusted advisor who can influence senior field leaders, challenge constructively, coach through ambiguity, and hold the bar in high-stakes situations.
• Recognize patterns across data and field signals to turn engagement, retention, employee relations, and performance trends into actionable, practical recommendations.
• Support the execution of performance management, talent reviews, succession planning, development planning, engagement action planning, and leader coaching at the regional level.
• Be comfortable spending significant time in hospitals with frontline teams while traveling up to 50-70% of the time to support distributed, multi-site operations.
• Collaborate cross-functionally to drive adoption of People initiatives, escalate systemic themes, and improve program usability while safeguarding the VEG culture.
• Maintain a strong focus on connecting People decisions to operational outcomes, staffing health, retention, engagement, leader effectiveness, and the overall employee experience.

Requirements

• 3-5+ years of progressive Human Resources / People experience, including meaningful HRBP or People Business Partner experience supporting leaders through complex people, performance, engagement, and employee relations matters.
• Experience supporting distributed, field-based, multi-site, healthcare, retail, hospitality, veterinary, or similarly high-growth operational environments strongly preferred.
• Strong business judgment with the ability to connect People decisions to operational outcomes, staffing health, retention, engagement, leader effectiveness, and the employee experience.
• Trusted-advisor presence with the credibility to influence senior field leaders, challenge constructively, coach through ambiguity, and hold the bar in high-stakes situations.
• Proven experience managing complex employee relations issues, facilitating difficult conversations, supporting documentation, and applying HR policies and employment law considerations with sound judgment.
• Ability to recognize patterns across data and field signals, diagnose root causes, and turn engagement, retention, employee relations, and performance trends into practical recommendations.
• Experience supporting performance management, talent reviews, succession planning, development planning, engagement action planning, and leader coaching.
• Comfort spending significant time in hospitals with frontline teams; ability to travel up to 50-70% of the time.
• Bachelor's degree in Human Resources, Organizational Development, Business, or related field preferred.
• PHR, SHRM-CP, SHRM-SCP, or similar certification a plus.
• Experience with Workday or similar HR systems preferred.

Nice to have

None specified.

Practical notes

• Full-time role with travel up to 50-70%.
• No specific visa, hours, or deadline details provided in SOURCE.