Somatus
More Lives, Better Lived® As the largest and leading value-based kidney care company, Somatus is empowering patients across the country living with chronic kidney disease to experience more days out of the hospital and healthier at home.
We foster an inclusive work environment that promotes collaboration and innovation at every level. Innovation: We relentlessly look for ways to improve upon the status quo to continuously deliver new solutions.
· We offer more than 25 Health, Growth, and Wealth Work Perks to help teammates learn, grow, and be the best version of themselves, including:
· Subsidized, personal healthcare coverage (medical, dental vision)
· Flexible PTO
· Professional Development, CEU, and Tuition Reimbursement
· Curated Wellness Benefits supporting teammates physical and mental well-being
· Community engagement opportunities
· The HRBP will be responsible for implementing proactive talent strategies that align with organizational objectives and support a workforce composed largely of medical staff, including nurse practitioners, nurses, dietitians, pharmacists, social workers, patient health advocates, and physicians. This role focuses on optimizing workforce outcomes through data-driven decision-making and fostering an environment of accountability, engagement, and measurable success. The HRBP will work closely with the COO and other to drive a high-performance, and continuous development-based culture
This role requires a on site schedule to our office in Mclean VA.
Strategic Talent Planning:
Collaborate with leaders to identify and maximize talent opportunities, ensuring a proactive approach to workforce planning, performance management, career development, and succession planning.
Serve as a strategic advisor to leaders, aligning talent strategies with both immediate and long-term business needs.
Deliver comprehensive, data-driven analysis directly to leadership, driving informed decision-making that advances talent strategy and aligns with broader organizational objectives.
Collaborate with the People Operations team to analyze workforce data, identify trends, assess potential risks, and uncover opportunities for improvement that align with the organization's talent strategy.
Develop actionable recommendations and insights that optimize People Operations' reporting capabilities, enabling the creation of dashboards that track key performance indicators (KPIs), such as employee engagement, turnover rates, and other metrics vital to business outcomes.
Employee Relations & Compliance:
Collaborate with Employee Relations to ensure prompt, respectful, and legally compliant resolutions of employee relations matters, maintaining accurate documentation throughout the process.
Work closely with legal and compliance teams to maintain adherence to federal, state, and local regulations.
Performance Management:
Guide managers through performance management processes, with a focus on achieving measurable outcomes and facilitating career development.
Partner with leadership to drive a high-performance culture by emphasizing KPIs and coaching managers on effective feedback delivery and developmental strategies.
Identify and address barriers to team effectiveness, proposing solutions that foster a culture of continuous learning, high performance, collaboration, and accountability.
HR Process Management:
Serve as a key partner to People Operations, acting as the face of core HR process rollouts, such as performance management, merit planning, compensation and benefits.
Partner with People Operations to enhance core HR processes through clear metrics and continuous evaluation.
Change Management:
Guide leaders through change management initiatives, supporting effective communication strategies, employee engagement, and team alignment.
Collaboration with Talent Acquisition:
Work closely with Talent Acquisition to ensure that roles needed to achieve strategic goals are clearly defined and aligned with career architecture, business needs, and industry standards.
Bachelor’s degree in Human Resources, Business Administration, or related field; HR certification preferred.
Minimum of 7-10 years of HR experience, with a background in healthcare settings preferred, particularly in supporting clinical teams.
Strong analytical skills, with the ability to translate data into actionable insights.
In-depth knowledge of employment laws, with expertise in compliance within healthcare environments.
Exceptional interpersonal, communication, and problem-solving skills, with a commitment to fostering a culture of trust and accountability.
Ability to work independently as well as collaboratively, with a focus on strategic HR partnerships.
Expertise in implementing proactive talent strategies in healthcare settings, with an emphasis on metrics, compliance, and employee engagement.
Proven ability to build relationships with leaders, foster a high-performance culture, and drive continuous improvement.
Strong analytical skills to inform strategic decisions and optimize workforce performance.