Director HRBP

The Director HRBP is a senior-level HR leader responsible for driving organizational effectiveness shaping HR strategy and ensuring enterprise-wide compliance. This role partners with executive and senior leadership to architect organizational structures lead change management initiatives and develop people strategies that align with business objectives. The leader leverages deep expertise in HR compliance workforce planning and organizational design to influence decision-making and foster a high-performing agile and compliant culture. The HR partner is also the primary point of contact for complex employee relations matters grievances and workplace concerns across all employee groupsincluding clinical staff call center employees and corporate teamsensuring fair consistent and timely resolution

Strategic Partnership & Organizational Design

• Serve as a trusted advisor to executive and senior leaders on organizational design workforce planning and talent strategy.
• Lead organizational assessments design optimal structures and facilitate change management for business transformation initiatives.
• Develop and implement HR strategies that support business growth scalability and operational excellence.
• Champion initiatives to enhance employee engagement leadership capability and succession planning.

Employee Relations Grievance Management & Documentation

• Serve as the senior HR resource for employee relations issues grievances and workplace concerns across all employee groups (nurses doctors call center corporate).
• Lead investigations into complex employee complaints ensuring thorough impartial and timely resolution.
• Maintain comprehensive accurate and confidential documentation of all employee relations cases investigations and outcomes.
• Advise managers and leaders on handling sensitive employee relations matters including conflict resolution corrective action and performance management.
• Develop and implement processes for managing employee grievances ensuring compliance with legal and regulatory requirements.
• Foster a culture of trust respect and open communication throughout the organization.

HR Compliance & Risk Management

• Oversee enterprise-wide HR compliance including ADA FMLA other leave laws and I-9 employment eligibility verification.
• Ensure timely and accurate completion of I-9 and E-Verify processes.
• Proactively identify compliance risks and develop mitigation strategies in partnership with legal and business leaders.
• Lead audits investigations and regulatory reporting ensuring timely and accurate responses.
• Advise on complex employee relations matters policy interpretation and regulatory changes.

HR Compliance & Risk Management

• Oversee enterprise-wide HR compliance ensuring adherence to federal state and local employment laws and regulations.
• Proactively identify compliance risks and develop mitigation strategies in partnership with legal and business leaders.
• Lead audits investigations and regulatory reporting ensuring timely and accurate responses.
• Advise on complex employee relations matters policy interpretation and regulatory changes.

HR Analytics & Insights

• Utilize data-driven insights to inform organizational design talent management and workforce planning decisions.
• Analyze trends in employee relations corrective actions and compliance to recommend strategic interventions.
• Present actionable HR metrics and recommendations to senior leadership.

Leadership Development & Organizational Effectiveness

• Design and deliver leadership development and coaching for organizational talent.
• Facilitate organizational development initiatives including culture transformation team effectiveness and change leadership.
• Lead special projects focused on organizational growth M&A integration or strategic HR transformation.

Continuous Improvement & Best Practices

• Stay abreast of emerging HR trends employment law developments and best practices in organizational design.
• Drive continuous improvement in HR processes policies and systems to enhance efficiency and compliance.
• Mentor and develop HR team members fostering a culture of learning and innovation

Required Qualifications

• Education: Masters degree in Human Resources Organizational Development Business Administration or related field preferred.
• Experience: 9 years of progressive HR experience with significant exposure to organizational design HR strategy employee relations and compliance (including ADA leave laws and I-9) in complex regulated environments.
• Skills: Advanced knowledge of HR compliance organizational design employee relations grievance management ADA and leave law administration I-9 management change management and strategic HR planning; exceptional analytical consulting and communication skills; proven ability to influence and lead at the executive level; demonstrated excellence in organization and documentation.

Physical and Mental Requirements

• Ability to stand/sit for extended periods.
• Visual acuity and fine motor skills.
• Ability to travel to office locations as needed.

Work Environment
Hybrid

Sponsorship Statement
WellBe does not offer employment-based visa sponsorship for this position. Applicants must be legally authorized to work in the United States without the need for employer sponsorship now or in the future.

Pay Transparency Statement
Min: $139200
Mid: $174000
Max: $208800

Safety-Sensitive Statement:
This position has been designated as safety-sensitive. As such the employee must be able to perform job duties in a manner that ensures the safety of themselves coworkers patients and the public. The role requires full cognitive and physical functioning at all times. Employees in safety-sensitive positions are subject to drug and alcohol testing including for substances that may impair judgment or motor function in accordance with applicable federal and state laws and company policy. Due to the safety-sensitive nature of this role and in alignment with federal law and workplace safety standards the use of marijuanaincluding medical or recreational useis prohibited. WellBe Senior Medical will comply with applicable state laws regarding medical marijuana and reasonable accommodations where such laws do not conflict with safety requirements or federal regulations.

Drug Screening Requirement:
As a condition of employment WellBe Senior Medical requires all candidates to successfully complete a pre-employment drug screening. Ongoing employment may also be contingent upon compliance with the companys Drug-Free Workplace Policy which includes random post-accident and reasonable suspicion drug testing. The company reserves the right to test for substances that may impair an employees ability to safely and effectively perform their job duties.

Background Check Statement
Employment is contingent upon successful completion of a background check as permitted by law. As a healthcare organization WellBe conducts monthly FACIS (Fraud and Abuse Control Information System) checks on all employees. Continued employment is contingent upon satisfactory results of these checks in accordance with applicable laws and regulations.

Equal Employment Opportunity (EEO) Statement
WellBe is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race color religion sex sexual orientation gender identity national origin disability protected veteran status or any other legally protected status.

Americans with Disabilities Act
WellBe Senior Medical is committed to complying with the Americans with Disabilities Act (ADA) and applicable state and local laws. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the job. If you require an accommodation during the application interview or employment process please contact Human Resources at

At-Will Employment Statement
Employment with WellBe is at-will unless otherwise specified by contract. This job description does not constitute an employment contract.

Disclaimer
This job description is intended to describe the general nature and level of work performed. It is not intended to be an exhaustive list of all responsibilities duties and skills required. Management reserves the right to modify add or remove duties as necessary.