Sr. People Business Partner (Customer Service/Patient Advocate Teams)

As the Sr. People Business Partner at Henry Meds, you will manage a variety of HR functions tailored specifically to our Care Coordination staff. Your responsibilities will include guiding leadership on HR policies, addressing employee relations issues, engaging in the hiring process, collaborating on training programs, and ensuring compliance with employment laws. Your role is pivotal in fostering a positive workplace culture while supporting managers with data-driven insights.

Ideal candidates for the Sr. People Business Partner role at Henry Meds will have 7-10+ years of experience specifically in Business Partner roles, preferably within customer operations. A background in telehealth or healthcare is highly desirable, along with proven experience in a startup environment. You should have strong leadership skills, knowledge of labor laws, and the ability to influence organizational practices.

The Sr. People Business Partner at Henry Meds plays a crucial role in enhancing employee engagement by regularly checking in with Care Coordination leadership, gathering feedback, and identifying areas for improvement. By implementing retention strategies and being actively involved in the hiring process, you will help create an environment where every team member feels valued and motivated.

At Henry Meds, the team dynamics for the Sr. People Business Partner revolve around collaboration and open communication. You'll work closely with department managers and other People Team professionals to align goals and share insights. The culture is casual yet results-driven, enabling you to influence and support your colleagues seamlessly as you help steer the organization toward its goals.

The work environment for the Sr. People Business Partner at Henry Meds is fully remote, promoting flexibility and work-life balance. The company maintains a supportive and casual culture, which enhances collaboration and communication among team members. With a focus on employee well-being, you'll enjoy unlimited PTO and comprehensive benefits, making it a fulfilling place to work.

In managing employee relations issues, I focus on active listening and fair conflict resolution. I believe in collaborating with department heads to quickly address concerns while maintaining confidentiality. I find that early intervention and open communication foster a positive feedback loop, ensuring that employees feel heard and supported.

Absolutely! One strategy I implemented was developing a structured onboarding program that partnered new hires with mentors. By facilitating relationships early on, we enhanced engagement and boosted retention rates significantly. Regular check-ins ensured that employees felt supported, leading to improved morale and productivity.

I stay informed by regularly reviewing updates on federal and state employment laws and participating in compliance training. I also work closely with the People Operations team to ensure that all HR processes adhere to legal standards. Keeping accurate employee records and conducting audits helps maintain compliance effectively.

I measure employee engagement through regular surveys and feedback sessions, focusing on participation rates and overall sentiment. Analyzing HR metrics such as turnover rates and performance reviews also gives insight into engagement levels. Combining qualitative and quantitative data helps me tailor initiatives that resonate with the team.

I provide managers with data analysis, insights from employee surveys, and industry benchmarks. I encourage them to leverage this information during performance reviews and when addressing employee concerns. Regularly scheduled one-on-one meetings allow us to discuss strategies collaboratively and ensure that decisions align with our organizational goals.

Prioritization in a startup environment requires flexibility and a focus on immediate needs. I analyze the growth objectives and align HR initiatives accordingly, ensuring that talent acquisition, training, and employee relations support scalable growth. Regular assessments and adaptations help keep our strategies effective.

Data analysis is crucial to my role, as it provides insights into employee performance, retention, and engagement levels. I use HR metrics to identify trends and areas for improvement, which helps guide my recommendations for policies or changes necessary for optimizing our workforce.

To build relationships, I prioritize open dialogue and approachability. I'm proactive about initiating conversations and establishing trust by being consistent and transparent in my HR practices. Whether through regular check-ins or informal chats, fostering strong relationships helps create a collaborative environment.

One challenging situation involved a high turnover rate in one department. I conducted exit interviews to gather data and found a lack of managerial support as a key issue. I worked closely with leadership to implement training for managers, which improved communication, engagement, and subsequently reduced turnover rates significantly.

My approach to performance evaluations is rooted in collaboration and transparency. I involve employees in the process, allowing them to set their own goals and expectations. Regular feedback sessions throughout the year ensure that we can recalibrate and maintain alignment, making the evaluation process a constructive dialogue rather than a formality.