Human Resources Business Partner

Summary

PACS is a holding company investing in post-acute healthcare facilities, professionals, and ancillary services, with centralized Human Resources support for its distributed operations. The HR Business Partner advises facility and regional leaders and HR Locals, providing coaching, employee-relations guidance, talent support, risk awareness, and HR expertise across multiple facilities.

Responsibilities

• Develop a strong working understanding of facility operations, staffing models, leadership dynamics, and regulatory considerations. Build credibility through regular presence in facilities and engagement with local and regional leaders. Ground HR guidance in operational reality rather than abstract HR theory
• Serve as the primary source of HR expertise for facility‑level HR roles (“HR Locals”) who perform HR responsibilities as part of a broader role. Support HR Locals in navigating HR tools, systems, policies, and processes, and coach them on employee relations judgment, documentation quality, and appropriate escalation. Apply sound legal and regulatory judgment in day‑to‑day people decisions, helping reduce risk across a multi‑state environment. Build capability through advising, coaching, and shared tools rather than taking work away
• Partner closely with Facility Administrators on hiring, performance management, corrective action, and employee relations. Coach leaders beyond the immediate issue to address root causes and reinforce accountability for effective people leadership
• Support the Regional Vice President by identifying trends, recurring issues, and emerging risks across facilities. Synthesize field observations and available data to surface insights early and reinforce consistency in people practices. Partner with HR leadership and Centers of Excellence to translate trends into practical guidance or preventive actions
• Partner closely with HR Operations, People Relations, Legal, and Centers of Excellence with clear role boundaries. Focus on advising, coaching, and contextual guidance rather than transactional execution or investigations. Share field feedback and improvement opportunities to inform HR tools, guidance, and support models
• Provide broad-based HR advice during facility transitions, acquisitions, or integrations, including onboarding employees and enabling local HR partners and leaders during periods of change. Help ensure consistent application of HR practices while accounting for transition-related complexity and risk

Skills

• 3+ years of experience in an HR Business Partner, HR Generalist, or similar role supporting leaders in a complex or distributed environment
• Demonstrated ability to build trust and influence without formal authority
• Solid foundation in employee relations principles with sound, consistent judgment
• Strong curiosity about the business and how people decisions impact outcomes
• Experience supporting employees and leaders across multiple states with varying employment laws and regulatory requirements
• Experience supporting frontline, multi-site, or regulated workforces (healthcare services a plus)
• Exposure to HRBP, shared services, or COE-based HR operating models
• Working awareness of union environments and collective bargaining considerations

Qualifications

Must Haves

• 3+ years of experience in an HR Business Partner, HR Generalist, or similar role supporting leaders in a complex or distributed environment
• Demonstrated ability to build trust and influence without formal authority
• Solid foundation in employee relations principles with sound, consistent judgment
• Strong curiosity about the business and how people decisions impact outcomes

Nice to Haves

• Experience supporting employees and leaders across multiple states with varying employment laws and regulatory requirements
• Experience supporting frontline, multi-site, or regulated workforces (healthcare services a plus)
• Exposure to HRBP, shared services, or COE-based HR operating models
• Working awareness of union environments and collective bargaining considerations

Benefits

• Medical, dental, and vision plans
• Generous paid time off and holidays
• Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA)
• 401(k) plan, complete with company contributions
• Employee Assistance Plan (EAP) providing confidential support for personal and professional challenges