The Human Resources Business Partner (HRBP) plays a key supporting role in advancing strategic HR initiatives across the organization. This position partners closely with HR leadership and business leaders throughout the health system to support organizational effectiveness, workforce planning, and employee engagement. The Jr HRBP contributes to the development and execution of business plans, facilitates employee feedback mechanisms, and supports organizational design efforts including job descriptions and org charts.

In addition to supporting strategic HR initiatives, the Jr HRBP also provides strategic and long-term HR support to front-line supervisors and managers. This includes helping them align team structures, roles, and talent strategies with broader organizational goals.

Education:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required.

Licensure/Certification/Registry:

•  PHR/SPHR or SHRM-SCP/SHRM-CP preferred.

Experience:

• 1–3 years of experience in Human Resources or a related role, preferably in a healthcare or large organizational setting.
• Proficiency in Microsoft Office Suite; experience with HRIS and org charting tools.
• Familiarity with SBAR methodology and strategic planning processes is preferred.

Other Knowledge/Skills/Abilities:

• Strong interpersonal and communication skills with the ability to build relationships at all levels of the organization.
• Strong facilitation and presentation skills.
• Analytical mindset with the ability to interpret data and translate insights into action.
• Team-oriented with a collaborative spirit and a customer-service mindset.
• Comfortable supporting front-line leaders with strategic HR guidance.
• High Emotional Intelligence (EQ): Skilled in understanding colleague/leader sentiment, fostering engagement, and adapting messaging accordingly.

• Assists in aligning HR strategies with departmental goals and organizational priorities.
• Provides strategic HR support to front-line supervisors and managers, helping them think beyond day-to-day operations to address long-term workforce needs and team development.
• Collaborates with HR Business Partners and department leaders to support the development of SBARs (Situation-Background-Assessment-Recommendation) and business plans.
• Coordinates and facilitates focus groups, listening sessions, and other feedback forums to gather employee insights.
• Analyzes feedback data and contributes to the development of action plans to improve employee experience and organizational culture.
• Partners with both HR and department leaders to draft and revise job descriptions aligned with organizational needs.
• Assists in the creation of organizational charts to reflect current and proposed structures.
• Supports departmental restructuring efforts through data gathering, documentation, and change communication.
• Helps front-line leaders assess team structure and talent alignment to support future growth and operational efficiency.
• Compiles and analyzes HR-related data to support decision-making and strategic planning.
• Prepares reports and presentations for HR leadership and business stakeholders.
• Works collaboratively with HR Centers of Excellence (e.g., Talent Acquisition, Total Rewards, Talent Management) to ensure alignment and execution of HR initiatives.
• Serves as a liaison between HR and business units to ensure consistent communication and implementation of HR programs.

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job. Incumbents may be requested to perform tasks other than those specifically presented in this description.