HR Business Partner - Ivy Rehab for Kids

State of Location:PennsylvaniaPosition 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 ResponsibilitiesStrategic 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 experie