Senior Human Resources Business Partner

Senior Human Resources Business PartnerRhode Island | Full-Time | Hybrid (1 day on-site per week)About the OpportunityInsource Services is conducting a confidential search on behalf of a mission-driven community healthcare organization in Rhode Island. Our client is hiring a Senior Human Resources Business Partner to serve as a strategic and hands-on generalist supporting people leaders and employees across multiple locations.This role partners closely with site executive leadership, department heads, and clinical and administrative managers on workforce strategy, employee relations, performance management, compensation and benefits guidance, workforce planning, and organizational effectiveness. A distinguishing focus is ongoing relationship management of medical providers throughout the employee lifecycle - from post-offer through credentialing, onboarding, and long-term retention - in close partnership with Talent Acquisition. The Senior HRBP operates with a high degree of autonomy, judgment, and confidentiality and is expected to be a trusted advisor to leaders across the full range of HR matters affecting a healthcare workforce serving diverse and underserved communities.Strategic HR PartnershipServe as trusted HR advisor to site executive leadership, department leaders, and people managers across assigned client groups and locations

Translate business priorities into HR strategies and action plans; provide HR representation in leadership meetings

Coach leaders on people management, team effectiveness, feedback, and organizational design

Partner with senior HR leadership on enterprise HR initiatives, policy development, and cross-functional projects

Employee Relations & PolicyManage employee relations investigations end-to-end, including intake, interviews, documentation, findings, and recommended actions

Guide managers through coaching conversations, performance improvement plans, corrective action, and termination decisions in partnership with HR leadership

Interpret and consistently apply HR policies across sites and departments

Ensure HR practices comply with applicable federal, state, and local employment laws

Escalate high-risk matters to senior HR leadership and legal counsel as appropriate, with thorough documentation throughout

Performance Management & Workforce DevelopmentCoach managers on effective performance conversations, goal setting, feedback delivery, and structured performance reviews

Support the annual performance management cycle, including calibration discussions and rating consistency across sites

Partner with leaders on career development, succession planning, and internal mobility for high performers

Support employee engagement initiatives, pulse surveys, and action planning based on results

Contribute to learning and development priorities in partnership with HR leadership

Compensation, Benefits & Total Rewards PartnershipPartner with compensation and benefits colleagues on new hire offer analyses, promotions, market adjustments, and pay equity reviews

Guide managers and employees on compensation, benefits, leave, and total rewards questions; escalate complex matters as appropriate

Support the annual compensation review cycle, including manager coaching, communication, and delivery

Support benefits open enrollment, new hire benefits guidance, and life-event escalations

Partner on FLSA classification reviews and job evaluation for new and evolving roles

Provider Relationship ManagementServe as a primary HR relationship partner for medical providers throughout the employee lifecycle, from post-offer acceptance through long-term retention

Partner closely with Talent Acquisition to maintain candidate engagement during extended pre-onboarding periods (credentialing, licensure, payer enrollment) so signed providers remain warm and connected to the organization

Support provider onboarding, orientation, and integration in partnership with hiring leaders, Credentialing, and Medical Staff ServicesServe as an accessible, confidential HR point of contact for providers on employee relations, benefits, compensation, leave, and general HR concerns

Partner with Talent Acquisition, Finance, and clinical leadership on provider engagement, satisfaction, and turnover analysis; contribute to retention strategies for physicians, advanced practice providers, and nurses

Workforce Planning & Multi-Site SupportSupport workforce planning discussions with assigned leaders, including headcount, turnover analysis, org design, and role changes

Partner with Talent Acquisition on hiring plans, hiring manager coaching, and offer development

Support reorganizations, role changes, position eliminations, and reductions in force in partnership with HR leadership and legal counsel

Provide HR support and site visibility across multiple locations; travel between sites as needed

Partner with Payroll, Finance, Marketing, IT, and Facilities on cross-functional employee lifecycle events

Compliance & DocumentationEnsure HR practices comply with EEO, FLSA, ADA, FMLA, Rhode Island TDI/TCI, Paid Sick Leave, and other applicable federal and state requirements

Maintain accurate employee records, case documentation, and HRIS data for assigned client groups

Support internal audits, workforce reporting, and regulatory site visits as they relate to HR practices

Contribute to HR projects, policy updates, and compliance initiatives

What You BringBachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent experience10+ years of progressive HR experience, including at least 5 years as an HR Business Partner or Senior HR GeneralistBroad generalist depth across employee relations, performance management, workforce planning, compensation and benefits partnership, and organizational effectiveness

Experience supporting multiple sites, business units, or client groups in a matrixed environment

Working knowledge of federal and Rhode Island employment law, including FLSA, FMLA, ADA, EEO, Rhode Island TDI/TCI, Paid Sick Leave, and salary transparency requirements

Demonstrated experience conducting workplace investigations and managing complex employee relations matters end-to-endExperience partnering with leaders on compensation decisions, offer analysis, market alignment, and annual compensation cycle activities

Proficiency with HRIS platforms Paycor preferred and advanced proficiency with Microsoft OfficeProven ability to build trust and credibility with executive leaders, people managers, and employees at all levels

Exceptional written and verbal communication skills, including the ability to coach, influence, and hold difficult conversations

Sound independent judgment and discretion with highly confidential and sensitive information

Comfort with medical terminology and a demonstrated commitment to patient-centered care for diverse and underserved populations, with authentic passion for health equity and community health

PreferredPrior experience within a Federally Qualified Health Center, community health center, or other healthcare organization

Experience partnering with Talent Acquisition on provider recruitment and retention, including candidate relationship management during long credentialing and pre-onboarding periods

Experience supporting a clinical workforce, including physicians, advanced practice providers, nurses, and behavioral health clinicians

Experience with organizational design, workforce planning, and change managementSHRM-SCP, SPHR, or equivalent senior-level HR certification

Familiarity with HRSA workforce reporting and FQHC compliance requirements

Bilingual (Spanish/English or Portuguese/English)Schedule & LocationFull-time, 40 hours per week, benefit-eligible. Primarily remote - one day per week on-site at a Rhode Island location, with the remaining four days remote. Occasional additional on-site presence at other locations is required for site visits, in-person employee relations matters, town halls, provider engagement events, and cross-site meetings. Standard business hours with occasional flexibility to support employee needs across sites and shifts.Compensation$70,470 – $105,706 annually, plus a comprehensive benefits package.Work EnvironmentModerate physical activity, including walking, standing, stooping, and occasional lifting

Potential exposure to blood-borne pathogens, respiratory and infectious diseases, and other bio-hazardous material requiring universal standard precautions in a clinical setting

Strong organizational skills and working knowledge of safety and infection control standards of practice

Equal OpportunityOur client provides equal employment opportunities to all employees and applicants and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local law.

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