Regional Human Resources Business Partner

Regional Human Resources Business Partner (HRBP)

Department : Human Resources

Reports To : Vice President of Human Resources

Classification : Full-Time, Exempt (Salaried)

Travel Required : 50–70% within assigned region (approx. 9 facilities / 1,200–1,500 employees)

Position Summary

The Regional Human Resources Business Partner (HRBP) serves as the strategic and operational HR leader for a defined geographic region, supporting approximately 9 facilities and up to 1,500 employees. Under Cambridge Healthcare Services’ four-region HR structure, each HRBP owns the full HR function within their region — acting as a trusted advisor to operational leaders and a key driver of culture, compliance, and risk mitigation. This role focuses heavily on employee relations, litigation prevention, leadership coaching, and regulatory compliance, ensuring that facility-level HR practices align with corporate standards and state / federal labor laws.

Essential Duties and Responsibilities

1. Regional Employee Relations & Risk Mitigation

• Serve as the lead HR investigator for all significant employee relations cases (harassment, discrimination, retaliation, workplace violence).
• Provide real-time coaching to Administrators, Directors of Nursing, and department leaders to ensure early intervention and defensible documentation practices.
• Partner with the VP of HR and Legal on EPL (Employment Practices Liability) matters to reduce exposure and settlement costs.
• Conduct quarterly regional HR compliance audits, ensuring adherence to I-9, wage and hour, licensure, and personnel file requirements.
• Monitor and track all litigation or pre-litigation activity within the region; proactively address root causes through corrective coaching and retraining.

2. Policy Consistency & HR Operations

3. Training, Compliance & Leadership Development

4. Litigation Prevention & Culture Accountability

Key Performance Indicators (KPIs)

Category Key Indicators

Litigation Prevention Reduction in regional EPL frequency and cost (target : 25–35% annually)

Employee Relations Timeliness, quality, and consistency of investigations and documentation

Compliance Zero major findings during HR or regulatory audits

Leadership Engagement Completion rates for leadership HR training programs

Turnover Reduction Improved retention and reduced involuntary separations

Required Qualifications

Core Competencies

Success Profile

A successful Regional HR Business Partner at Cambridge Healthcare Services is proactive, visible, and data driven. They anticipate workforce and compliance risks before they become claims, are deeply engaged with facility leadership, and leverage HR analytics to drive operational and cultural improvements that reduce litigation exposure and strengthen the employee experience.