Role Description The Human Resources Business Partner (HRBP) serves as a strategic and operational partner across assigned regions, providing expert guidance in employee relations, labor relations, HR compliance, and workplace strategy. This role is responsible for managing complex employee issues, conducting workplace investigations, supporting a union environment, and driving initiatives related to retention, performance, and organizational effectiveness across a multi-state workforce. The HRBP works closely with employees, leaders, and HR partners to ensure consistent, equitable, and compliant practices while proactively using data and insights to improve employee experience and reduce organizational risk. What you will be doing! - Serve as the primary HR advisor for assigned region, providing guidance on employee relations, performance concerns, and corrective actions. - Coach managers on addressing employee issues proactively to reduce risk and improve outcomes. - Support and guide corrective action processes, ensuring consistency, fairness, and documentation integrity. - Respond to and resolve employee concerns with a focus on timely, compliance, and thoughtful resolution. - Conduct thorough, impartial workplace investigations. - Gather and analyze information, interview involved parties, and document findings. - Provide recommendations and partner with leadership on appropriate outcomes. - Ensure investigations meet legal and organizational standards. - Support employees and leaders in a union environment by applying the collective bargaining agreement (CBA). - Assist with grievance processes, corrective actions, and investigations involving union employees. - Partner in labor-management processes and meetings, as needed. - Analyze turnover trends and identify root causes across regions, departments, and employee groups. - Partner with leaders to develop and implement retention strategies. - Utilize HR data and metrics to identify risks and implement proactive solutions. - Support initiatives that enhance employee engagement, satisfaction, and workforce stability. - Support the implementation of continuous improvement of the performance management process. - Coach managers on goal setting, feedback, and performance conversations. - Partner on performance improvement plans and ensure consistency across the organization. - Identify trends in performance outcomes and recommend enhancements. - Support the development and extension of salary offers in partnership with Talent Acquisition and leaders. - Ensure offers are competitive, equitable, and aligned with internal pay structure. - Provide guidance on compensation decisions, including pay equity and compression considerations. - Ensure compliance with federal, state, and local employment laws across employee worked and lived in states. - Monitor regulatory changes and advise leadership on impact. - Support the development, review, and update of HR policies. - Ensure the accurate and consistent interpretation and application of HR policies across the organization. - Partner with organizational stakeholders to support a positive, consistent, and high-quality employee experience. - Work cross-functionally with HR team members to ensure alignment, consistency, and effective service delivery. - Use data and insights to inform recommendations and influence decision-making at the leadership level. - Contribute to HR initiatives that strengthen culture, engagement, and organizational effectiveness. - Identify training needs, recommend and facilitate HR-related training initiatives aligned with organizational objectives and workforce development priorities. Qualifications - Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent of education and experience. - Minimum of 3 years of progressive HR experience. - Working knowledge of federal, state, and local employment laws, including multi-state compliance. - Experience supporting both remote and onsite workforces across multiple locations. Requirements - HR certification (e.g., SHRM-CP, PHR, SHRM-SCP, SPHR). - Experience supporting or working in a unionized healthcare environment. - Experience conducting workplace investigations, including complex and sensitive matters. - Experience supporting compensation decisions. Benefits - This position is eligible for PPGNHAIK benefits. - Comprehensive benefits plan including medical, dental, and vision plans. - Retirement, paid time off, short and long-term disability, and life insurance. - For additional information about our benefits program, please send an email to hre.contacts@ppgnhaik.org. Company Description At PPGNHAIK, we’ve outlined our priorities and goals as we continue to cultivate and promote a diverse, equitable, & inclusive culture that champions dignity, care, and respect, and where employees feel welcomed and motivated to do their best. These priorities reflect our promise to support programs and initiatives that promote continuous learning and organizational development and discussions on DEI topics; provide internal developmental opportunities; and assess what more we can do to nurture a supportive and equitable work environment.

• Partner with the founding team to build and scale the people function. • Manage end-to-end HR operations, attendance, leave, and employee records. • Drive end-to-end recruitment including sourcing, screening, interview coordination, and onboarding. • Prepare and refine job descriptions with hiring managers. • Process payroll accurately while coordinating with finance. • Ensure compliance with HR policies and statutory requirements. • Design and improve employee onboarding programs. • Maintain HR documentation and trackers. • Support performance reviews, feedback cycles, and goal tracking. • Resolve employee queries and foster a positive work culture. • Develop HR policies, employee handbooks, and internal communication. • Support additional HR initiatives aligned with business needs.

Role Description - Assurer la veille juridique en matière de ressources humaines - Conseiller et apporter une expertise juridique sur les situations administratives et statutaires des agents et notamment dans le cadre de l’évolution réglementaire - Participer, élaborer et gérer des projets transversaux en Ressources humaines - Assurer une aide technique lors de la gestion des sanctions disciplinaires et sur les dossiers contentieux - Apporter une assistance juridique aux différents secteurs de la DRH (carrière, paie, absences…) Qualifications - Titulaire d'un bac +4 ou d’un bac +5 en droit public - Idéalement une expérience en Ressources humaines - Compétences en matière de réglementation statutaire de la FPT - Connaissance de la gestion des ressources humaines - Aptitudes rédactionnelles Requirements - Ouverture d'esprit - Aisance dans l'utilisation des outils informatiques courants - Compétences dans les supports de recherche documentaire dématérialisés - Rigueur - Esprit d'analyse et de synthèse - Qualités relationnelles - Force de proposition - Sens du travail en équipe

• Verify active patient insurance coverage, deductibles, co-pays, co-insurance, and coordination of benefits (COB) across commercial plans • Conduct in-depth research on payer-specific policies regarding virtual care, remote developmental pediatrics, and psychological evaluations (CPT 90791, 96130, etc.) • Navigate payor websites, newsletters, and provider manuals to track and document shifting policy guidelines and billing modifiers across 40+ states • Review incoming clinical diagnostic referrals and orders to ensure demographic, insurance, CPT, and ICD-10 data are flawless • Initiate, track, and validate prior authorizations through clearinghouses (e.g., Availity, Waystar), insurance portals, and phone escalations • Ensure all authorizations are secured, confirmed accurate, and fully documented in the EMR before the close of business each day for upcoming clinics • Act as the go-to resource for clinical teams when a payer's prior-authorization process is vague, contradictory, or unmapped • Validate conflicting information from multiple insurance sources to determine the most credible, risk-free path for claim submission • Build, update, and maintain internal state-by-state reference guides on commercial insurance and state-by-state regulatory requirements • Prepare clear, professional patient insurance benefit letters outlining estimated out-of-pocket costs and referral requirements • Collaborate closely with clinic coordinators and clinical staff to resolve last-minute scheduling exceptions or authorization gaps • Help de-escalate patient or provider concerns regarding coverage limits with professional, empathetic communication