Description

From intake to outcomes, [Employer hidden — sign up to reveal] is dedicated to delivering industry-leading patient access solutions and support services that help patients quickly start and stay on specialty therapy treatments. We provide scalable, efficient digital hub services for pharmaceutical companies and healthcare providers, streamlining workflows with seamless integration for patient enrollment, consent, and prior authorization. Our best-in-class patient support services enhance every step of care, connecting patients, providers, and brands to drive better outcomes and accelerate time-to-therapy.

Job Title: Senior HR Business Partner

POSITION SUMMARY: The Senior HR Business Partner serves as a strategic advisor and people strategy leader embedded within assigned business units, building trusted partnerships with senior leadership and people managers to drive organizational effectiveness. This role is responsible for aligning HR strategies with business objectives across talent management, employee relations, workforce planning, performance management, and organizational development — fostering a high-performance, inclusive culture at every level of the organization. In addition to core HRBP responsibilities, this role holds an Assistant Manager designation with accountability for Processes & Procedures — overseeing the integrity of organizational standard operating procedures (SOPs), identifying and closing process gaps, and ensuring consistent operational adherence across the HR Department.

PRIMARY DUTIES AND RESPONSIBILITIES:

• Partner with assigned business unit leaders and people managers to understand organizational needs and deliver tailored HR support and guidance.
• Provide day-to-day HR counsel on employee relations matters including conflict resolution, performance issues, disciplinary actions, and separations.
• Conduct thorough, objective investigations into employee complaints and workplace concerns; recommend and implement appropriate resolutions.
• Collaborate with Talent Acquisition to support full-cycle recruiting efforts, including job profile development, interview guidance, and onboarding.
• Support and guide managers through the performance management process, including goal setting, mid-year check-ins, annual reviews, and performance improvement plans.
• Analyze HR data and trends — including turnover, engagement, and headcount — to identify issues and recommend proactive solutions.
• Partner with the Compensation team to support salary benchmarking, offer approvals, and internal equity reviews.
• Assist with the design and delivery of employee engagement initiatives, recognition programs, and culture-building activities.
• Advise managers and employees on HR policies, procedures, and programs; ensure consistent and fair application across the organization.
• Support learning and development efforts by identifying training needs and coordinating or facilitating relevant programs.
• Partner with HR Centers of Excellence (COEs) including Benefits, Payroll, and Talent Development to ensure seamless employee experiences.
• Ensure compliance with federal, state, and local employment laws and regulations; stay current on legislative changes and their impact on HR practices.
• Support organizational change initiatives by providing HR guidance on restructuring, role changes, and workforce transitions.
• Maintain accurate and confidential employee records and documentation in the HRIS in accordance with company policy.

Processes & Procedures Oversight

• Serve as the designated accountability owner for all organizational processes and standard operating procedures (SOPs).
• Conduct regular gap analyses of auditing being done for current departmental and cross-functional processes to identify inconsistencies, inefficiencies, or areas of non-compliance. Direct auditing role to add/delete/change respective auditing processes as needed.
• Collaborate with compliance, operations, and HR teams to ensure all processes align with regulatory requirements and internal standards.
• Delegate or develop, revise, and implement updated SOPs, workflow documentation, and process guides in collaboration with relevant stakeholders.
• Monitor adherence to established procedures; provide corrective feedback, coaching, and escalation as needed.
• Lead continuous improvement initiatives to strengthen operational efficiency and quality.
• Train managers and staff on new or revised procedures.
• Report process performance metrics and improvement progress to senior leadership on a regular cadence.
• Maintain regular and reliable attendance, including being present, on time, and prepared for work as scheduled.
• Other duties as assigned - Duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice.

Qualifications

EXPERIENCE AND EDUCATIONAL REQUIREMENTS:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required; Master’s degree (MBA, MSHR, or similar) preferred.
• 5+ years of progressive HR experience, with at least 2 years in a Senior HRBP or equivalent strategic HR capacity.
• Demonstrated experience in process improvement, SOP development, or operational process management.
• Experience supporting multiple business units and managing complex employee relations matters independently.
• Proven track record of successfully partnering with and influencing senior and executive leadership.

MINIMUM SKILLS, KNOWLEDGE AND ABILITY REQUIREMENTS:

• Strong business acumen with the ability to translate organizational goals into people strategies.
• Deep knowledge of employment law, HR compliance, and HR best practices.
• Excellent coaching, influencing, and interpersonal communication skills across all levels.
• Proficiency in HRIS platforms (e.g., Workday, SAP SuccessFactors, UKG) and HR analytics tools.
• Skilled in process analysis, SOP documentation, and continuous improvement methodologies (e.g., Lean, Six Sigma a plus).
• Ability to manage multiple priorities in a fast-paced environment with a high degree of autonomy.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• Lean Six Sigma Green Belt or equivalent process improvement certification a plus.

Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit. The employee must occasionally lift and/or move up to 10 pounds.

Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

Schedule: Must be flexible on schedule and hours. Some travel may be required.

[Employer hidden — sign up to reveal] considers equivalent combinations of experience and education for most jobs. All candidates who believe they possess equivalent experience and education are encouraged to apply.

At [Employer hidden — sign up to reveal] we work hard, we believe in what we do, and we want to be a company that does right by our employees. Our niche industry is an integral player in getting specialty products and devices to the patients who need them by managing reimbursements for those products, identifying alternative funding when insurers do not pay, and providing clinical services.

[Employer hidden — sign up to reveal] is an equal employment opportunity employer. All qualified applicants will receive consideration for employment and will not be discriminated against based on race, color, sex, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, ancestry, or national or ethnic origin.

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