HR Business Partner, Field Operations

The HR Business Partner (HRBP), Field Operations supports the dental practices in an assigned division. Working closely with division senior leadership, directors, practice management, doctors, and other operational leaders, the HRBP is a trusted advisor and the primary point of contact for employee matters.

The role has a strong employee relations focus — coaching, investigations, performance management, policy interpretation, and risk mitigation — and grows into broader strategic partnership through workforce planning, talent development, engagement, retention, and organizational effectiveness.

General duties and responsibilities

▪     Serve as the primary HR partner for the dental practices in an assigned division, building effective working relationships with division senior leadership, directors, practice managers, doctors, and other operational leaders.

▪     Provide timely guidance and coaching on employee relations matters, including performance concerns, attendance, conduct, workplace conflict, communication issues, policy application, and appropriate corrective action.

▪     Conduct and support fair, thorough, and timely workplace investigations; document findings, assess risk, and recommend resolution in partnership with HR leadership and Legal as needed.

▪     Advise leaders on performance management, disciplinary action, involuntary separations, job abandonment, and other employment decisions so outcomes stay consistent, fair, and compliant.

▪     Interpret and apply company policies and employment practices, along with applicable federal, state, and local employment laws; identify and escalate matters that carry significant legal, financial, employee, or reputational risk.

▪     Partner with practice and division leadership to address employee concerns, strengthen team dynamics, and resolve issues that affect morale, productivity, the patient experience, or practice operations.

▪     Coach leaders on clear communication, documentation, conflict resolution, accountability, and proactive employee management.

▪     Support leave, accommodation, wage and hour, workers' compensation, and other compliance matters in coordination with the appropriate HR centers of expertise.

▪     Monitor employee relations activity and workforce trends across the assigned division; identify recurring themes and recommend practical, data-informed solutions.

▪     Work with HR colleagues and operational partners to deliver company programs and initiatives consistently across practices.

▪     Support engagement and retention by helping leaders understand employee feedback, build action plans, and improve the employee experience.

▪     Participate in talent reviews, succession discussions, workforce planning, organizational changes, and leadership development activities as the role's strategic responsibilities expand.

▪     Help leaders manage and communicate operational, organizational, and workforce changes.

▪     Maintain accurate, timely, and confidential documentation of employee relations matters and HR activity in designated systems.

▪     Respond to questions and requests quickly, with sound judgment, professionalism, and a service-minded approach.

▪     Perform other duties and lead HR projects or initiatives as assigned.

General knowledge, skills, and abilities

▪     Strong working knowledge of employee relations practice and applicable federal and state employment law.

▪     Proven ability to investigate sensitive workplace concerns, evaluate facts objectively, and give practical, risk-aware recommendations.

▪     Ability to build credibility and trust with directors, practice leaders, doctors, and employees across multiple locations.

▪     Strong consultation, coaching, conflict resolution, problem-solving, and decision-making skills.

▪     Ability to balance employee advocacy, business needs, policy consistency, and legal compliance.

▪     Excellent written and verbal communication, including the ability to handle difficult or emotionally charged conversations.

▪     Sound judgment and discretion with confidential and sensitive information.

▪     Highly organized, able to manage multiple priorities, urgent matters, and a geographically dispersed client group in a fast-paced environment.

▪     Comfort using HR data and trends to spot opportunities and influence leader action.

▪     Collaborative, adaptable, and team-oriented, with a bias for action and follow-through.

▪     Ability to travel to practices within the assigned division as business needs require.

Education and experience

▪     Bachelor's degree in human resources, business administration, or a related field, or an equivalent combination of education and relevant experience.

▪     Three or more years of progressive human resources experience, including meaningful employee relations and manager consultation work; multi-site healthcare, dental, retail, or other field-operations experience preferred.

▪     Experience supporting investigations, performance management, corrective action, policy interpretation, and employment-related risk assessment.

▪     Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.

Working relationships

This role works closely with senior leadership, division directors, practice managers, doctors, field and corporate leaders, employees, HR leadership, Legal, Talent Acquisition, Benefits, Payroll, Leave Administration, and the other HR centers of expertise.

This description outlines the general nature and level of work performed in this role. It is not an exhaustive list of all duties, responsibilities, or qualifications. Affordable Care, LLC is an equal opportunity employer.