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State of Location:
Pennsylvania Position Summary:
The Senior Human Resources Business Partner serves as a strategic advisor and primary people partner to Vice Presidents of Operations and their leadership teams. The role translates business priorities into practical people strategies that strengthen organizational capability, workforce readiness, leadership effectiveness, teammate engagement, and sustainable growth across a complex, multi-site clinical environment.
This teammate balances enterprise perspective with field execution, using workforce insights and sound judgment to anticipate people needs, shape decisions, and advance business and people initiatives. The Senior HRBP also provides senior-level guidance on talent, organizational change,
culture, performance, employee relations, and risk while partnering across HR Centers of Excellence and support functions to deliver an integrated teammate experience.
This is a remote role with periodic travel to clinics and leadership meetings. Job Description:
Key Responsibilities
Strategic Business Partnership
Build a deep understanding of operations, growth priorities, clinical workforce dynamics, and regional performance to connect people strategy with business outcomes.
Partner directly with Vice Presidents of Operations and their leadership teams as a trusted advisor on organization, talent, culture, leadership, and workforce decisions.
Translate business priorities into clear people plans, milestones, and measures; maintain focus on the highest-impact initiatives and adjust plans as business needs evolve.
Use data, trends, and field insights to identify risks and opportunities, challenge assumptions, and recommend practical solutions that improve teammate and business outcomes.
Lead or co-lead division and enterprise initiatives that strengthen operating model effectiveness, scalability, and organizational readiness.
Workforce Planning & Organizational Effectiveness
Lead workforce planning discussions with operational leaders, including current and future staffing needs, critical roles, capacity, vacancies, retention risk, talent supply, and anticipated growth.
Partner and consult with leaders on organizational design, role clarity, spans and layers, succession needs, and leadership capacity to ensure the organization is positioned to execute its strategy.
Partner with Talent Acquisition, Compensation, Finance, Operations, and other stakeholders to align workforce plans with labor needs, market realities, and business priorities.
Support acquisitions, de novo clinic openings, integrations, restructures, and other periods of growth or change through thoughtful people planning, leader readiness, and change management.
Talent, Leadership & Performance
Lead talent routines including performance management, talent reviews, succession planning, development planning and internal mobility.
Coach leaders to strengthen their accountability, decision-making, feedback, performance differentiation, and leadership effectiveness.
Identify capability gaps and partner with leaders to build targeted development plans, experiences, and pipelines for critical roles.
Ensure talent discussions result in clear actions, ownership, and follow-through that improve bench strength and reduce organizational risk.
Engagement, Retention & Culture
Use engagement, turnover, exit, stay, onboarding, and other workforce insights to diagnose root causes and help leaders build focused, measurable action plans.
Partner with leaders to strengthen the day-to-day teammate experience, reinforce Ivy's Caring, Serving, and Growing values, and build an inclusive culture of trust, clarity, recognition, and accountability.
Advance targeted retention strategies for critical pediatric talent and high-risk teams, and monitor progress through regular business and talent reviews.
Guide leaders through change with clear stakeholder plans, communication, listening strategies, and adoption support.
Employee Relations, Risk & HR Delivery Provide senior-level counsel on complex employee relations matters, investigations, performance concerns, workplace accommodations, policy interpretation, and organizational risk.
Promote fair, consistent, timely, and well-documented employment decisions in partnership with Employee Relations, Legal, Benefits, and other subject-matter experts as appropriate.
Monitor relevant federal, state, and local employment requirements and partner with internal experts to support compliant practices across assigned operations.
Coordinate across HR teams and support functions to ensure leaders receive clear, connected, and practical solutions rather than fragmented HR support.
Mentor HR colleagues, share best practices, and contribute to scalable HRBP tools, routines, and ways of working across Pediatrics and the broader organization.
What Success Looks Like
People priorities are visibly connected to division and enterprise growth, patient access, operational performance, and teammate experience.
Vice Presidents of Operations and their teams receive proactive, data-informed counsel that improves the quality and speed of people decisions.
Workforce, talent, engagement, and retention plans are actionable, leader-owned, and reviewed consistently for progress and impact.
Leadership pipelines and organizational capabilities are strengthened ahead of business need, not only in response to vacancies or risk.
Complex employee matters are handled with sound judgment, consistency, empathy, and appropriate risk awareness.
Qualifications
Bachelor's degree in Human Resources, Business, or a related field required; advanced degree preferred.
7+ years of progressive HR experience, including strategic HR business partnership with senior operational leaders; healthcare, multi-site, or distributed workforce experience strongly preferred.
Demonstrated experience in workforce planning, organizational effectiveness, talent management, engagement, retention, change management, and complex employee relations.
Strong business acumen and analytical capability, with the ability to translate workforce data into clear priorities, recommendations, and action.
Ability to influence without direct authority, navigate ambiguity, and balance enterprise consistency with local business needs.
Clear, trusted, and executive-ready communication style, with strong facilitation, coaching, judgment, and relationship-building skills.
Working knowledge of federal and state employment laws and the ability to recognize when specialized guidance is needed.
PHR, SPHR, SHRM-CP, SHRM-SCP, or comparable certification preferred.
Ability to travel periodically to clinic locations and leadership meetings.
About Ivy Health
Ivy Health is rapidly expanding and is dedicated to delivering exceptional patient experiences and outcomes. As a values-driven community, we are committed to high performance and to Caring, Serving, and Growing together. Our people are at the heart of everything we do, and our culture connects teammates across clinics, home office, and remote environments as One Ivy.
The compensation package for this position includes a competitive base salary, target bonus, and benefits.
Why Choose Ivy Health?
Exceeding Expectations: Deliver best-in-class care and witness exceptional patient outcomes.
Incentives Galore: Eligibility for full benefits package beginning within your first month of employment. Generous PTO (Paid Time Off) plans and paid holidays.
Empowering Values: Live by values that prioritize teamwork, growth, and serving others.
We are an equal opportunity employer, committed to diversity and inclusion in all aspects of the recruiting and employment process. Actual salaries depend on a variety of factors, including experience, specialty, education, and organizational need. Any listed salary range or contractual rate does not include bonuses/incentive, differential pay, or other forms of compensation or benefits.