Job Description

Job Summary: 

The Sr Field PBP serves as the primary People Business Partner and strategic advisor to field and hospital leaders within an assigned region. The role owns workforce deployment and staffing alignment to business demand, delivers the standardized new-leader onboarding and connection model, supports performance coaching and conversations, executes talent reviews and succession planning, and manages workplace complaint intake, Tier 1 triage, defined workplace resolution/remediation and corrective action cases. Complex or high-volume matters are escalated to Team Member Relations in accordance with company standards. 

Location/Travel: Supporting West Geography, with 30-50% travel. Must reside in one of the following states: AK, OR, ID, NV, CA, UT, AZ, NM

Essential Job Responsibilities: 

• Serve as the primary People Business Partner and strategic advisor to field and hospital leaders within an assigned region, building trusted relationships and translating business needs into People actions 
• Own workforce deployment, staffing alignment, and capacity discussions with Operations leaders, helping align team member resources to changing business demand 
• Deliver the standardized new-leader onboarding and connection model, supporting leader integration, expectations, relationships, and early capability building 
• Coach leaders on performance and team member conversations using the company standard approach, reinforcing consistency, documentation, and manager accountability 
• Execute talent reviews and succession planning within the company Talent & OE framework, including preparation, calibration, development actions, and follow-through 
• Own workplace complaint intake, Tier 1 triage, and defined workplace resolution/remediation for the region, escalating complex, sensitive, or high-volume matters to TMR 
• Support team member engagement and culture activation at the site and regional level and help leaders address recurring workforce or team effectiveness themes 
• Partner with company People teams on program rollout, change adoption, communications, and implementation across assigned hospitals/sites 
• Maintain accurate People and case documentation and surface regional themes, hotspots, workforce risks, or recurring issues to the Field PBP Leader and TMR as appropriate 

Key Deliverables/Outcomes: 

• Regional workforce deployment and staffing actions aligned to business demand 
• Consistent delivery of new-leader onboarding/connection, performance coaching, talent review, and succession processes 
• Timely and well-documented workplace complaint intake, Tier 1 triage, resolution/remediation, and TMR escalation 
• Engagement, culture, and company People program implementation support across assigned sites 
• Regional People insights and recurring-issue observations shared with the Field PBP Leader and relevant company teams

Success Metrics/KPIs: 

• Leader satisfaction with PBP partnership, responsiveness, and practical support 
• Timely completion of workforce, talent, succession, new-leader, and People program milestones 
• Appropriate and timely handling or escalation of workplace concerns with complete documentation 
• Consistency of company People standards and processes across assigned sites. 
• Early identification and escalation of recurring workforce, leadership, or culture themes 

Key Internal and External Stakeholders: 

Internal Stakeholders: Field PBP Leader; Regional/Area and hospital/site leaders; Hospital / Site-Level People Support; TMR; Talent & OE; People Operations; Legal; Total Rewards; and other company People functions 

External Stakeholders : External People or employment partners supporting local matters or company programs, where applicable 

Experience: 

• 7+ years of progressive Human Resources / People experience, including People Business Partner, People generalist, workforce planning, or team member relations responsibilities 
• Experience partnering with operational or site leaders on staffing, performance, talent, workforce, engagement, and organizational issues 
• Experience supporting talent reviews, succession planning, leader development, and change/program implementation across multiple sites or locations 
• Working knowledge of team member relations, complaint intake, Tier 1 triage, workplace resolution, documentation, and escalation practices 
• Strong coaching skills and ability to guide leaders through performance and sensitive People conversations using consistent company standards 
• Ability to manage multiple priorities across a distributed geography, build trust quickly, and translate company processes into practical site-level action 
• Strong communication, judgment, analytical, organization, and follow-through skills; healthcare, veterinary services, or similar multi-site operations experience preferred 

Education / Certifications / Licensing : 

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent experience may be considered 
• HR certification (SHRM-CP, PHR, or equivalent) preferred 

Compensation: 

FLSA Status: Exempt, Salaried

Base Salary: 111,000-167,000

Annual Incentive Plan: 15%

Physical Demands of the job: 

Primarily sedentary work in an office, remote, or field environment, as applicable; may require travel and use of standard computer and office equipment. 

Job requirements, including essential job responsibilities, key deliverables and outcomes, and success metrics, all subject to change based on business needs. 

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