Human Resources Business Partner

HCA Healthcare - Sebring, FL3.7


SHIFT: No Weekends

SCHEDULE: Full-time

People. Performance. Possibilities. These words describe the focus of our Human Resources Group here at HCA, a Fortune 100 company with over 200,000 employees in 20 states and the UK. Our HR team of over 1400+ can provide a broad range of HR career paths within one organization. Come join our team to help support our mission “Above all else, we are committed to the care and improvement of human life.”

Highlands Regional Medical Center, located in Sebring, Florida is a 126-bed inpatient, full-service facility. Serving the community since 1965, Highlands Regional Medical Center has received numerous awards and recognition as a leading health care provider in Highlands County and surrounding areas offering a full spectrum of services, including:

Emergency Services
Smart Operating Suites
Cardiac care
Cancer care
Women’s health services
Wound Care
Senior services
Highlands Regional Medical Center has over 200 Physicians and Surgeons on staff and a host of employed specialists available through the Highlands Medical Group.

Highlands Regional Medical Center continues to play a critical role in the economy of Highlands County as our facility employs over 430 and has since 1984 paid in excess of $53,000,000 in taxes and continues to pay over $2,000,000 dollars in taxes per year to help improve our community at large.

The Human Resources Business Partner (HRBP) will be responsible for the following under the direction of the VP, HR:

Implement Business and HR strategy and programs

Engage designated leaders to understand talent needs of the businesses and define people strategies
Implement HCA-wide and LOB or location-specific HR initiatives
If applicable, work with the VP of HR and the Labor Relations Center of Excellence to support Labor Relations strategy (i.e., grievance procedures must involve Labor Relations).

Advise leaders on people issues
Provide HR observations related to departmental issues in meetings and one-on-one. Interpret talent management data for departments and work with VP of HR to develop appropriate initiatives.
Coach designated leaders through change management, performance management issues, etc.
Respond to leader questions and requests for information, point them to appropriate self-service tools

Deploy development programs
Advise leaders on learning and organizational development. May include program implementation such as ensuring completion of employee development plans, updating the succession plan and implementing other programs and tools.
Deploy HCA career development program tools and processes. Includes coaching leaders, participating in employee career counseling and feedback sessions, equipping managers with standard tools for coaching, feedback & planning.

Support Employee & Community engagement
Promote and foster a healthy work environment; raise awareness of available programs to assist employees. Implement appropriate employee engagement programs and union avoidance initiatives (as applicable)
Prepare/coordinate events e.g. holiday celebrations, employee recognition events, service awards, community support
Coordinate and facilitate employee activity groups and other employee teams (peer reviews)
Interpret and drive departmental action planning as a result of employee engagement surveys; assess facility “temperature” through formal and informal sensing and plan actions with department managers
Counsel managers and employees on situational issues; resolve employee conflicts

Implement business performance, quality and patient care initiatives
Partner with designated leaders to uphold all compliance standards (Joint Commission, Dept. of Labor, HR policies, etc.) and create an environment of compliance/excellence
Support employee relations, ethics, or compliance investigations (initial interviews & fact gathering); maintain tracking for issues/concerns and handle inquiries from employees or managers
Deploy performance management/appraisal program tools and processes in their assigned facility areas. Includes coaching, participating in assigning ratings, feedback sessions and developing performance improvement plans.
Advise designated leaders on performance counseling and discipline procedures; consult on suspension or termination of employment actions; provide information on RIF processes and severance
Escalate major issues to VP of HR and/or HR Center of Excellence/HR Service Centers when appropriate
Support measurement of productivity and addressing of productivity issues
Implement emergency response plans with appropriate leaders

Execute HR operational excellence
Work with VP of HR and all HR Centers of Excellence to give feedback on strategies and programs to more effectively meet the needs of businesses
Prepare managers for the compensation planning process and provide compensation budget information.
Support Total Rewards COE with benefits enrollment at facility level
Work with designated department leaders on workforce planning, including position control/review; aligning with budget, productivity metrics, resourcing processes, etc. Review and localize job descriptions and compensation with Recruiting and Compensation Centers of Excellence. Assist leadership with temporary/PRN workforce planning & implementation, internship/externship placements and other non-RFT talent processes.
Perform worker’s comp intake processing; support applicable employee leave of absence/return to work administration at facility level (advising employees on process, completing necessary onsite paperwork, etc.)
Facilitate local interview process for hiring. Develop and deliver local onboarding and facility orientation programs
Support effective leader and employee communications
Support utilization of the HR support model; guide employees to the appropriate channel and ensure proper utilization of HR policies and processes


3 years of Human Resources experience (change management, engagement, retention, succession planning, etc.)

Employee Relations experience (anticipate, identify and facilitate resolution of employee relations issues - corrective actions, disciplinary discussions, etc.)

Healthcare and/or hospital experience preferred


Undergraduate degree required


Strategic Positioner
Decoding customer expectations

Credible Activist
Earning trust through results
Influencing/relating to others
Improving through self-awareness

HR Innovator/Integrator
Improving our human capital through workforce planning and analytics
Developing talent
Driving performance

Technology Proponent
Improving utility of HR operations
Leveraging social media tools
Connecting people through technology

Change Champion
Sustaining change

Capability Builder
Capitalizing on organizational capability
Aligning strategy, culture, practices & behavior
Creating a meaningful work environment