Description
The HR business partner (HRBP) position contributes to Colorado Permanente Medical Group's (CPMG) success by acting as a strategic business partner and advocate. The HRBP is responsible for aligning business objectives and strategy with physicians, administrative team members, and leaders in various medical specialties. The HRBP will do so with a constant focus on proactively providing exceptional service to our internal customers. The HRBP will formulate strong partnerships across the HR function to deliver value-added services to employees that reflect the business objectives of the organization. The HRBP serves as a consultant to leaders on all human resources-related issues, including, but not limited to: Employee Relations, Organizational Design & Development, Talent Development, Change Management, and Human Resources Programs/Policies.
Essential Duties and Responsibilities
Strategic Partnership
• Align HR strategies with business goals to support organizational performance.
• Partner with leaders to understand business needs, workforce challenges, and long‑term priorities.
• Use data, trends, and insights to influence decision‑making and organizational planning.
Employee Relations
• Serve as a trusted advisor to leaders and employees on workplace issues.
• Manage and resolve complex employee relations matters, ensuring fairness and compliance.
• Conduct investigations, coach leaders on corrective actions, and promote a positive work environment.
Organizational Design & Development
• Support organizational structure changes, workforce planning, and team effectiveness initiatives.
• Facilitate organizational assessments, culture initiatives, and process improvements.
• Partner with leaders to optimize roles, workflows, and team alignment
Talent Management & Development
• Identify talent gaps and partner with leaders on succession planning and career development.
• Support performance management processes, including goal‑setting, coaching, and evaluations.
• Promote learning and development opportunities that build capability across the organization.
Change Management
• Lead or support change initiatives to ensure smooth transitions and strong adoption.
• Coach leaders on communication, stakeholder engagement, and change readiness.
• Help teams navigate organizational shifts with clarity and resilience.
HR Programs, Policies & Compliance
• Interpret and apply HR policies, ensuring consistency and alignment with organizational values.
• Support compliance with federal, state, and local employment laws.
• Partner with HR Centers of Excellence (COEs) on benefits, compensation, talent acquisition, and more.
Workforce Analytics & Reporting
• Use HR metrics to identify trends, risks, and opportunities.
• Partner with the clinical consultants with insights on turnover, engagement, staffing, and performance.
• Recommend data‑driven solutions to improve organizational outcomes.
Culture & Engagement
• Promote a culture of inclusion, accountability, and high performance.
• Support engagement initiatives, feedback cycles, and action planning.
• Serve as a role model for organizational values and leadership behaviors.
Coaching & Leadership Support
• Provide coaching to leaders on communication, conflict resolution, and team development.
• Build leadership capability through guidance, tools, and best practices.
• Support new leader onboarding and transitions.
CPMG offers a Market-leading benefit package, which includes:
- Medical and dental coverage
- Life insurance
- Short-term and long-term disability coverage
- Professional liability coverage (occurrence-based)
- 401(k) and Defined Benefit Retirement Plan (Cash Balance)
- Vacation, holidays, sick leave, and educational leave with funds
- Pay range; minimum $77,200 and maximum $100,200. *Salary will be based on years of experience and FTE.
Physical and Mental Job Requirements
Physical Requirements of an HR Business Partner
• Prolonged periods of sitting or standing while working at a computer, attending meetings, or facilitating discussions.
• Ability to lift or carry light materials (typically up to 10–20 lbs), such as laptops, files, or training materials.
• Frequent use of hands and fingers for typing, writing, and handling documents.
• Ability to travel between sites or business units, which may include driving or walking across large campuses.
• Clear verbal communication in person, virtually, and by phone.
• Ability to participate in long meetings or training sessions, sometimes several hours at a time.
• Visual acuity to read documents, analyze data, and work on a computer for extended periods.
Mental & Cognitive Requirements of an HR Business Partner
• High level of emotional intelligence to navigate sensitive employee relations issues and coach leaders effectively.
• Strong problem‑solving and critical‑thinking skills to assess complex situations and recommend solutions.
• Ability to manage multiple priorities in a fast‑paced, dynamic environment.
• Sound judgment and decision‑making when handling confidential or high‑impact matters.
• Resilience and stress tolerance when dealing with conflict, change, or urgent organizational needs.
• Strong interpersonal skills to build trust, influence leaders, and maintain productive relationships.
• Discretion and confidentiality when handling sensitive employee information.
• Adaptability and flexibility to respond to shifting business needs, organizational changes, or unexpected issues.
• Attention to detail when interpreting policies, documenting cases, or analyzing HR data.
• Ability to remain calm and objective during investigations, conflict resolution, or high‑pressure conversations.
Education, Licenses, Certifications, or other Essential Qualifications:
Minimum Required
• 5 years of Human Resources Generalist/related field experience
• 5 years of Healthcare administrative experience
• HR Certificate obtained within a year of hire
• Working knowledge and background in multiple HR disciplines, including compensation practices, organizational diagnosis, employee relations, diversity & inclusion, performance management, and federal and state employment laws
• Ability to verbally and in writing articulate sensitive, non-routine information with tact and diplomacy. Ability to deliver presentations regarding potentially controversial issues.
• Excellent communication and negotiation skills
• Strong business acumen, analytical, and problem-solving skills
• Strong planning abilities and time management skills
• Technical abilities with MS Office Suite of tools, HRIS system
Preferred
• Bachelor's in a related field
• SHRM-CP, SHRM-SCP, PHR, or SPHR
• Experience working with physicians/clinicians
Apply on company website
Find Connections via Linkedin
