People Business Partner

People Business Partner

The People Business Partner (PBP) serves as a strategic advisor to leaders and a trusted partner to employees, helping the organization achieve business objectives through effective people strategies. This role is responsible for partnering with operational, clinical, and functional leaders to drive organizational effectiveness, workforce planning, talent development, employee engagement, performance management, change management, and employee relations.

The PBP operates at both a strategic and executional level—helping leaders solve complex people challenges while also designing and implementing scalable programs, processes, and solutions that support organizational growth. The successful candidate combines strong business acumen, sound judgment, data-driven decision making, and exceptional relationship-building skills to influence outcomes and improve organizational performance.

This position is hybrid, with three days a week working at our headquarters in Scottsdale, Arizona, and two days a week working remotely.  

Compensation

• First-year compensation $90,000 - $120,000 annually (DOE) 
• Bonuses driven by self-care, professional development, and individual KPIs
• $1,200 annual technology allowance
• 401(k) company match up to 3%
• Competitive Benefits – We offer competitive benefits including medical, dental, vision, EAP, life insurance, voluntary short-term, and employer-paid long-term disability. Generous PTO which includes 80 hours of vacation, 40 hours of sick leave, seven holidays, PLUS Winter Break (the last week of December). For those in the military reserves we offer 80 hours of paid military leave, and after one year of employment we offer 80 hours of Parental Leave for each birth/adoption.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
• Minimum of 5 years of progressively responsible HR experience, including business partnership responsibilities.
• Strong knowledge of employee relations, performance management, talent management, workforce planning, and employment law.
• Experience conducting workplace investigations and managing sensitive employee matters.
• Demonstrated success influencing leaders and driving organizational change.
• Experience using HR metrics and workforce analytics to support business decisions.
• Ability to build credibility and trust across all levels of the organization.
• Excellent communication, facilitation, coaching, and consulting skills.

Preferred Qualifications

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience supporting healthcare, multi-site operations, or high-growth organizations.
• Experience in private equity-backed or high-growth environments.
• Experience with HRIS, workforce analytics, and reporting tools.
• Strong project management and process improvement capabilities.

Core Competencies

Business Acumen	Leadership Coaching	Workforce Planning
Organizational Effectiveness	Change Management	Data Analysis & Analytics
Employee Relations Expertise	Critical Thinking	Project Management
Communication & Influence	Relationship Building	Conflict Resolution
Judgement & Decisiveness	Adaptability & Resilience

Roles & Responsibilities

Strategic Business Partnership

• Serve as the primary People Team advisor to assigned business units and leaders.
• Develop a deep understanding of operational priorities, workforce challenges, and organizational objectives.
• Partner with leaders to align people strategies with business goals.
• Provide proactive consultation on workforce planning, organizational design, team effectiveness, and talent optimization.
• Coach leaders on leadership effectiveness, employee development, accountability, and team performance.
• Build trusted relationships that enable candid conversations and effective problem-solving.

Organizational Effectiveness & Workforce Planning

• Partner with leaders to assess workforce needs and develop staffing strategies that support organizational growth.
• Facilitate talent reviews, succession planning discussions, and workforce planning exercises.
• Identify talent risks and organizational capability gaps and develop actionable mitigation plans.
• Support organizational restructuring, team design, role clarity, and workforce optimization initiatives.
• Analyze organizational trends and recommend solutions that improve performance and scalability.

Talent Management & Leadership Development

• Lead talent planning initiatives that identify high-potential employees and future leaders.
• Partner with Learning & Development to support leadership capability building and career development programs.
• Facilitate development planning conversations and talent calibration processes.
• Support leaders with coaching, performance feedback, and employee development strategies.
• Promote internal mobility and succession planning efforts throughout the organization.

Performance Management

• Guide leaders through the performance management process from goal setting through annual reviews.
• Support calibration discussions and performance evaluations to ensure consistency and fairness.
• Partner with leaders to address performance concerns and accountability challenges.
• Coach leaders on delivering effective feedback and conducting difficult performance conversations.
• Support the development and execution of performance improvement plans and other corrective action processes.

Employee Relations & Investigations

• Serve as a trusted resource for leaders navigating employee relations concerns.
• Conduct workplace investigations related to policy violations, employee complaints, and workplace conflicts.
• Assess risk and provide recommendations that are legally compliant, consistent, and aligned with company values.
• Facilitate conflict resolution and mediation efforts when appropriate.
• Partner with leadership and legal counsel on complex employee relations matters when necessary.

Change Management

• Lead and support organizational change initiatives that impact employees, leaders, and business operations.
• Develop change management strategies, communication plans, leader toolkits, and implementation plans.
• Help leaders anticipate resistance and navigate employee concerns through periods of transition.
• Monitor change effectiveness and recommend adjustments to improve adoption and outcomes.
• Serve as a cultural steward during organizational transformation efforts.

Employee Experience & Engagement

• Partner with leaders to foster highly engaged, productive, and inclusive teams.
• Analyze engagement data and recommend strategies to improve employee retention and experience.
• Support action planning efforts following engagement surveys and organizational assessments.
• Identify opportunities to strengthen culture, improve communication, and enhance employee satisfaction.
• Monitor workforce trends and proactively address retention risks.

Policy, Compliance & Risk Management

• Ensure leaders understand and apply company policies consistently and appropriately.
• Partner with People Operations to maintain compliance with federal, state, and local employment regulations.
• Advise leaders on leave administration, accommodations, workplace policies, and employment related risk mitigation.
• Support audits, compliance initiatives, and regulatory reporting efforts.
• Assist in the development and maintenance of People Team policies, procedures, and best practices.

People Analytics & Business Insights

• Utilize workforce data, metrics, and trends to identify business opportunities and organizational risks.
• Analyze turnover, retention, engagement, hiring, performance, and workforce planning metrics.
• Translate complex data into actionable recommendations for leaders.
• Develop and present workforce insights to support strategic decision-making.
• Measure effectiveness of People Team initiatives and recommend continuous improvements.

Process Improvement & Program Implementation

• Design, implement, and continuously improve people programs, workflows, and processes.
• Partner with People Operations, Talent Acquisition, Learning & Development, and Finance to ensure coordinated execution.
• Lead cross-functional projects that improve scalability, consistency, efficiency, and employee experience.
• Create tools, resources, leader guides, and communication materials that improve manager capability and process adoption.
• Identify opportunities for automation and standardization across the employee lifecycle.