People and Culture Business Partner

Job Description

Position Title: People & Culture Business Partner (P&C BP)

FLSA Status: Exempt (Salaried)

Reports To: Senior Director of People & Culture

Supervises: None; serves as a partner and advisor to assigned department leaders

Department: People & Culture

Location: On-site – The Overlook, Charlton, MA

Company: MHS/The Overlook – Charlton Campus

POSITION SUMMARY:

The People & Culture Business Partner (P&C BP) delivers full-scope, generalist People & Culture support across the community while serving as the dedicated, embedded partner to designated service lines and departments. Operating in a mission-driven senior living environment, the P&C BP aligns people strategy with operational goals — with particular concentration on talent acquisition, employee relations, retention, and regulatory compliance for the assigned areas of responsibility.

This role balances strategic partnership with hands-on execution. The P&C BP builds trusted relationships with department leaders in their assigned service lines, functioning as the primary People & Culture point of contact for those teams, while contributing to enterprise-wide People & Culture programs and initiatives that serve the entire community.

POSITION DUTIES / ESSENTIAL FUNCTIONS:

Talent Acquisition & Workforce Planning

•       Manage full-cycle recruiting for assigned service lines, including clinical (RN, LPN, CNA) and non-clinical (dining, housekeeping, maintenance) roles, with a focus on filling positions quickly in a competitive, high-turnover market.

•       Partner with department leaders to forecast staffing needs, build proactive candidate pipelines, and reduce reliance on agency/contract labor.

•       Post and manage requisitions, screen candidates, coordinate interviews, extend offers, and negotiate compensation within approved ranges.

•       Develop and maintain sourcing strategies including community partnerships, nursing/CNA schools, job fairs, referral programs, and social media outreach.

•       Track and improve key metrics: time-to-fill, cost-per-hire, offer acceptance, source effectiveness, and 90-day retention.

Onboarding & Retention

•       Coordinate pre-employment requirements including background checks (CORI/SORI as applicable), reference checks, license/credential verification, drug screening, and employee health clearances.

•       Deliver new-hire orientation and ensure a smooth, welcoming onboarding experience that reinforces the community’s culture and mission.

•       Conduct stay interviews and exit interviews; analyze turnover trends and partner with leaders on retention initiatives and action plans.

Employee & Labor Relations

•       Serve as a trusted advisor and first point of contact for employee questions, concerns, and conflicts in assigned areas.

•       Assist in workplace investigations, document findings, and recommend fair, consistent resolutions in accordance with policy and law.

•       Coach and counsel managers on performance management, corrective action, disciplinary procedures, and terminations.

•       All employee relations issues must be reviewed with the Senior Director of People & Culture or Senior People & Culture Business Partner before action is taken, to ensure consistent, compliant, and fair handling across the organization.

Compliance & Regulatory Support

•       Ensure People & Culture practices comply with federal and state employment law and healthcare/senior-living regulations (e.g., DPH, CMS, OSHA, state licensure and survey requirements).

•       Maintain audit-ready files for licensure, certifications, credentialing, background checks, and required employee health/immunization records.

•       Support state survey readiness and respond to People & Culture-related components of regulatory inspections.

•       Uphold confidentiality and HIPAA standards in handling employee and health information.

Benefits, Leave & Total Rewards

•       Support open enrollment, benefits questions, and life-event changes; educate employees on their total rewards.

•       Partner with compensation on job evaluations, wage compression reviews, and market adjustments for assigned roles.

Performance, Training & Development

•       Guide leaders through the annual performance review cycle, goal setting, and progressive development plans.

•       Identify training needs and assist in the development of training, including compliance and mandatory in-services.

•       Support leadership development, succession planning, and career pathing for frontline and supervisory staff.

Culture & Engagement

•       Champion the community’s mission, values, and resident-centered culture in all People & Culture interactions.

•       Support engagement surveys, recognition programs, and events that strengthen morale and belonging.

•       Act as a change agent and role model, promoting an inclusive, respectful, and safe workplace.

QUALIFICATIONS:

Education & Experience

1.    Bachelor’s degree in Human Resources, Business, or a related field (or an equivalent combination of education and experience).

2.    3–5+ years of progressive People & Culture generalist experience; experience in healthcare, senior living, long-term care, or a CCRC strongly preferred.

3.    Demonstrated full-cycle recruiting experience, ideally in a high-volume clinical/non-clinical environment.

4.    Working knowledge of employment law and healthcare workforce compliance requirements.

KNOWLEDGE, SKILLS AND ABILITIES:

•       Strong employee relations, coaching, and conflict-resolution skills.

•       Sound judgment, discretion, and the ability to handle confidential matters with integrity.

•       Excellent interpersonal and communication skills across all levels of the organization.

•       Ability to manage competing priorities in a fast-paced, 24/7 care environment.

•       Proficiency with HRIS/ATS platforms and Microsoft Office.

•       Compassion for and comfort working within a senior living community.

ENVIRONMENTAL ADAPTABILITY

•       Work indoors in a climate-controlled setting.

•       Possible exposure to unpleasant odors.

•       Possible exposure to chemicals as identified in the MSDS Manual.

•       Possible exposure to infections, diseases, and blood borne pathogens.

•       Possible exposure to residents who may be ill, confused, irritable, and irrational.

•       May be subject to angered and/or emotionally upset family members, personnel, and visitors.

•       May work beyond normal working hours and on weekends and holidays when necessary.

PHYSICAL REQUIREMENTS / WORKING CONDITIONS:

•       On-site role within an active residential healthcare campus.

•       Ability to move throughout the community, including clinical units, dining, and back-of-house areas.

•       Occasional lifting up to 25 lbs; prolonged periods of sitting and computer use.

•       May require occasional evening, weekend, or on-call availability to support 24/7 operations.