Regional Human Resources Business Partner - Hybrid - Macon, GA
American Oncology Management Company, Macon, GA, United States
Location:
Central Georgia Cancer Care
Pay Range:
$73,694.40 - $144,684.80
The HR Business Partner (HRBP) serves as collaborative advisor for the region and AON, providing a proactive, practical, and valued add HR perspective in partnership with practice leadership for the assigned region. HRBP works to find common ground across and advises and works closely with all region managers and leaders. Works collaboratively across the HR function and the business to deliver value‑added service to managers that reflect business objectives and further the company’s agenda across all departments, ultimately enabling the achievement of overall goals. Ensures positive, thoughtful customer satisfaction and delivery of value and supports the financial goals of AON and the practice by being fiscally responsible in all areas.
The HRBP is a role model for the organization’s core values and service standards. Ensures absolute integrity, consistency in practice, and effective implementation of regulatory, company, and HR policies, practices, and programs. Demonstrated competencies to critically think, diagnose issues, develop cohesive solutions, advise, coach, mediate, influence, and guide all levels of management on the HR implications of business decisions related to talent management and leadership. Utilizes breadth and depth of HR experience, business acumen, organizational knowledge, and analytics to implement and evaluate the effectiveness and efficiencies of HR programs and processes; makes recommendations for changes that drive desired employee or organizational outcomes. Understands we look for win‑win.
KPA 1 - Management and Support
Works with department leadership to develop and facilitate key approaches, addressing individual and organizational needs including but not limited to workforce planning, recognition, succession planning, career development, and employee relations.
Lead and participate in region acquisition and transition detail and activity.
Provides support to stakeholders by coaching them into thinking innovatively about their work processes and team structures, improving the business’s overall efficiencies.
Provides informal leadership and mentorship to less experienced team members.
Acts as the program/process leader for various HR initiatives as assigned (e.g., open enrollment, leader education programs, performance management).
Supports the development of relationships with colleges/universities as part of the School affiliation program and ensures compliance with AON requirements.
KPA 2 - Analytics
Analyzes and identifies talent trends, risks, and opportunities for improvement.
Develops recommendations to address risks and collaborates to implement programs and actionable people‑management solutions that achieve measurable improvements in metric results.
Participates in continuous improvement initiatives, committees, and special projects.
KPA 3 - Relationships and Collaboration
Manages complex employee‑relations issues while simultaneously coaching managers on management best practices.
Coordinates and executes smooth and successful involuntary separations with managers, preparing and documenting as required per internal processes and approvals.
KPA 4 - Knowledge
Ensures facility compliance with regulatory standards, federal, and state workplace legislation.
Facilitates change management by optimizing organizational readiness and employee engagement through leader‑led initiatives.
Administers HR policies, programs, and practices; ensures compliance and alignment with practice and regional goals.
Performs other duties and projects as assigned by the HR Director and VP HR.
KPA 5 - Transitions Works with leaders to assess and execute transitions in the region, including acquisition, unwind transactions, onboarding, and off‑boarding.
Position Qualifications / Requirements Education
Bachelor’s Degree, preferably in Business, HR, or a related field.
Previous Experience
Minimum of 7 years’ progressive experience in Human Resources with demonstrated knowledge as an ER specialist, management advisor, or consultant.
Strong HR ER foundation with extensive knowledge of best practices, processes, legal and regulatory requirements.
2 years of Healthcare or physician practice experience required.
M&A experience preferred.
Experience in a remote environment.
Multi‑state experience preferred.
Ability to understand and facilitate change‑management processes related to employment, HR strategies, and organizational objectives. Demonstrated knowledge of HR practices, retention, engagement, and employee relations.
Certifications / Licenses
Human Resources Certification (PHR or SHRM‑CP) preferred.
Core Capabilities
Analysis & Critical Thinking:
Strong problem‑solving, analysis, decision‑making, planning, time management, and organizational skills. Highly detail‑oriented with independent judgment.
Interpersonal Effectiveness:
Highly developed interpersonal skills, emotional intelligence, diplomacy, tact, conflict management, delegation, and diversity awareness. Works effectively with sensitive, confidential material and emotionally charged matters.
Communication:
Effective oral, written, and presentation skills; active listener who provides balanced feedback.
Customer & Organizational Awareness:
Strong customer focus; builds an engaging culture of quality, performance, and operational excellence through best practices, business and political acumen, collaboration, partnerships, and positive employee, physician, and community relations.
Leadership & Mentoring:
Leads and facilitates group discussions; coaches, mentors, motivates, and engages others toward common goals. Leads projects from inception to implementation and assessment.
Human Resources Management:
Hires, coaches, and supports staff development; manages resources, performance, and employee relations; supervises within established policies, procedures, and legislation.
Self‑Management:
Manages time, priorities, self, stress, and professional development; self‑motivated and can work independently with limited supervision. Works remotely effectively in a fast‑paced environment.
Capable of juggling competing priorities and stakeholder demands in a fast‑paced, multi‑site environment.
Computer Skills:
Proficiency in MS Office Word, Excel, PowerPoint, and Outlook is required.
Experience using Workday preferred.
Travel:
35%-50%
Standard Work Days/Hours:
Monday to Friday, 8:00 AM - 5:00 PM.
#LI - Hybrid
#J-18808-Ljbffr
Central Georgia Cancer Care
Pay Range:
$73,694.40 - $144,684.80
The HR Business Partner (HRBP) serves as collaborative advisor for the region and AON, providing a proactive, practical, and valued add HR perspective in partnership with practice leadership for the assigned region. HRBP works to find common ground across and advises and works closely with all region managers and leaders. Works collaboratively across the HR function and the business to deliver value‑added service to managers that reflect business objectives and further the company’s agenda across all departments, ultimately enabling the achievement of overall goals. Ensures positive, thoughtful customer satisfaction and delivery of value and supports the financial goals of AON and the practice by being fiscally responsible in all areas.
The HRBP is a role model for the organization’s core values and service standards. Ensures absolute integrity, consistency in practice, and effective implementation of regulatory, company, and HR policies, practices, and programs. Demonstrated competencies to critically think, diagnose issues, develop cohesive solutions, advise, coach, mediate, influence, and guide all levels of management on the HR implications of business decisions related to talent management and leadership. Utilizes breadth and depth of HR experience, business acumen, organizational knowledge, and analytics to implement and evaluate the effectiveness and efficiencies of HR programs and processes; makes recommendations for changes that drive desired employee or organizational outcomes. Understands we look for win‑win.
KPA 1 - Management and Support
Works with department leadership to develop and facilitate key approaches, addressing individual and organizational needs including but not limited to workforce planning, recognition, succession planning, career development, and employee relations.
Lead and participate in region acquisition and transition detail and activity.
Provides support to stakeholders by coaching them into thinking innovatively about their work processes and team structures, improving the business’s overall efficiencies.
Provides informal leadership and mentorship to less experienced team members.
Acts as the program/process leader for various HR initiatives as assigned (e.g., open enrollment, leader education programs, performance management).
Supports the development of relationships with colleges/universities as part of the School affiliation program and ensures compliance with AON requirements.
KPA 2 - Analytics
Analyzes and identifies talent trends, risks, and opportunities for improvement.
Develops recommendations to address risks and collaborates to implement programs and actionable people‑management solutions that achieve measurable improvements in metric results.
Participates in continuous improvement initiatives, committees, and special projects.
KPA 3 - Relationships and Collaboration
Manages complex employee‑relations issues while simultaneously coaching managers on management best practices.
Coordinates and executes smooth and successful involuntary separations with managers, preparing and documenting as required per internal processes and approvals.
KPA 4 - Knowledge
Ensures facility compliance with regulatory standards, federal, and state workplace legislation.
Facilitates change management by optimizing organizational readiness and employee engagement through leader‑led initiatives.
Administers HR policies, programs, and practices; ensures compliance and alignment with practice and regional goals.
Performs other duties and projects as assigned by the HR Director and VP HR.
KPA 5 - Transitions Works with leaders to assess and execute transitions in the region, including acquisition, unwind transactions, onboarding, and off‑boarding.
Position Qualifications / Requirements Education
Bachelor’s Degree, preferably in Business, HR, or a related field.
Previous Experience
Minimum of 7 years’ progressive experience in Human Resources with demonstrated knowledge as an ER specialist, management advisor, or consultant.
Strong HR ER foundation with extensive knowledge of best practices, processes, legal and regulatory requirements.
2 years of Healthcare or physician practice experience required.
M&A experience preferred.
Experience in a remote environment.
Multi‑state experience preferred.
Ability to understand and facilitate change‑management processes related to employment, HR strategies, and organizational objectives. Demonstrated knowledge of HR practices, retention, engagement, and employee relations.
Certifications / Licenses
Human Resources Certification (PHR or SHRM‑CP) preferred.
Core Capabilities
Analysis & Critical Thinking:
Strong problem‑solving, analysis, decision‑making, planning, time management, and organizational skills. Highly detail‑oriented with independent judgment.
Interpersonal Effectiveness:
Highly developed interpersonal skills, emotional intelligence, diplomacy, tact, conflict management, delegation, and diversity awareness. Works effectively with sensitive, confidential material and emotionally charged matters.
Communication:
Effective oral, written, and presentation skills; active listener who provides balanced feedback.
Customer & Organizational Awareness:
Strong customer focus; builds an engaging culture of quality, performance, and operational excellence through best practices, business and political acumen, collaboration, partnerships, and positive employee, physician, and community relations.
Leadership & Mentoring:
Leads and facilitates group discussions; coaches, mentors, motivates, and engages others toward common goals. Leads projects from inception to implementation and assessment.
Human Resources Management:
Hires, coaches, and supports staff development; manages resources, performance, and employee relations; supervises within established policies, procedures, and legislation.
Self‑Management:
Manages time, priorities, self, stress, and professional development; self‑motivated and can work independently with limited supervision. Works remotely effectively in a fast‑paced environment.
Capable of juggling competing priorities and stakeholder demands in a fast‑paced, multi‑site environment.
Computer Skills:
Proficiency in MS Office Word, Excel, PowerPoint, and Outlook is required.
Experience using Workday preferred.
Travel:
35%-50%
Standard Work Days/Hours:
Monday to Friday, 8:00 AM - 5:00 PM.
#LI - Hybrid
#J-18808-Ljbffr