Alliance Physical Therapy Partners
Human Resources Business Partner
Alliance Physical Therapy Partners, Grand Rapids, Michigan, us, 49528
Status:
Full-Time, Hybrid - (Tuesday, Wednesday, Thursday on-site)
About Us:
Alliance Physical Therapy Partners (APTP) is a national physical therapy operator and provider of industrial injury prevention services, with annual revenue in excess of $130MM and total headcount of approximately 1,500 employees. APTP has 16 distinct outpatient physical therapy brands comprising 140+ locations and a network of 500+ licensed clinicians. In addition to operating a network of outpatient clinics, APTP partners with various industries by providing on-site injury prevention services. Founded in 2017 and headquartered in Grand Rapids, Michigan, APTP is committed toward delivering quality and compassionate services for patients nationwide. APTP views every patient and employee interaction as an opportunity to help that person reach their goals and provides the necessary resources to assist all individuals in achieving those goals.
Mission The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.
What You’ll Do As an HR Business Partner, the role involves collaborating closely with business leaders to understand their needs and align HR strategies and solutions with their goals. The HR Business Partner provides guidance and support to business partners on HR policies, procedures, and best practices. They work with HR departments to implement, administer, educate, and deliver HR services, programs, training, and policies that support business units and HR objectives. Additionally, they offer guidance and support to managers on performance management and coaching. Managing employee relations is a key aspect of the role, involving investigation and developing solutions for fair and timely conflict resolution. The HR Business Partner supports talent management initiatives, including workforce planning, succession planning, and leadership development. They collaborate with office leadership teams to identify employee development and training needs, creating and implementing plans to address those needs. Furthermore, they partner with the business to routinely analyze compensation and provide guidance to maintain or support external competitiveness and internal equity. Ensuring compliance with HR-related legal requirements, including labor laws and regulations, is another critical responsibility. The HR Business Partner analyzes HR data and metrics to identify trends and opportunities for improvement, regularly evaluating data and providing analytics to assigned groups. They conduct exit interviews, analyze turnover trends, and work with leadership to develop strategies to increase engagement and retention. Participation in the development and implementation of HR programs and initiatives is also part of the role. Regular status updates are provided to HR leadership on the HR Business Partner’s progress and impact on the business units. Additionally, they perform other duties as assigned.
Duties/Responsibilities
Conduct frequent meetings with respective business partners.
Consult with leaders and managers, providing HR guidance when appropriate.
Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.
Maintain in-depth knowledge of legal requirements related to day‑to‑day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed.
Provide day‑to‑day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provide HR policy guidance and interpretation.
Provide guidance and input on business restructures, workforce planning and succession planning.
Identify training needs for business units and individual executive coaching needs.
Participate in evaluation and monitoring of training programs to ensure success.
Perform other related duties as assigned.
Required Skills/Abilities
Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem‑solving skills.
Proficient with Microsoft Office Suite or related software.
Competencies
Strategic Vision: Ability to align HR strategies with the overall business goals of the healthcare organization. Proficiency in developing and implementing strategic HR plans.
Leadership and Influence: Strong leadership skills to inspire and guide HR teams, and the ability to influence senior management and stakeholders.
Employee Relations: Proficiency in creating and implementing training and development programs to enhance employee skills and career growth.
HR Analytics & Data‑Driven Decision Making: Strong analytical and problem‑solving skills. Competence in using HR metrics and analytics to inform decision‑making and measure the effectiveness of HR initiatives.
Change Management: Capability to lead and manage organizational change, ensuring smooth transitions and minimal disruption.
Compliance and Ethics: Ensuring all practices comply with healthcare regulations, ethical standards and best practice.
Communication Skills: Excellent communication skills to effectively convey HR policies and initiatives to all levels of the organization.
Education And Experience
Minimum of 5 years of experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state employment laws.
Bachelor’s degree preferred.
SHRM Certified Professional (SHRM‑CP) or SHRM Senior Certified Professional (SHRM‑SCP) credential or ability to obtain certification within one year of employment.
Physical Requirements
Prolonged periods of sitting at a desk and working on a computer.
Must be able to lift up to 15 pounds at times.
What You'll Need
Bachelor’s degree in Human Resources, Business or relevant field and 5 years of relevant human resources experience.
What You'll Bring
Has in-depth knowledge of the HR function and processes.
Seeks to understand the operations of the business, how the business generates revenue and how work gets done within the organization.
Able to react quickly to solve problems and execute essential day‑to‑day HR activities.
Partner with leaders to identify and execute organization changes and communication plans.
Engages with business leaders to understand the talent needs required to support future growth.
Interprets basic data visualizations to make comparisons and draw conclusions.
Identifies and delivers data that is most critical to stakeholders’ priorities.
Recognizes patterns and trends and can recommend adjustments to existing plans.
Asks probing questions and effectively discovers symptoms and root causes of problems.
Reports and manages risks identified through internal operations or the external market.
Understands how work is distributed within the HR function and effectively utilizes and supports COEs.
Must have the ability to travel up to 10% of the time.
Seniority level
Mid‑Senior level
Employment type
Full‑time
Job function
Human Resources
Industries: Wellness and Fitness Services
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Full-Time, Hybrid - (Tuesday, Wednesday, Thursday on-site)
About Us:
Alliance Physical Therapy Partners (APTP) is a national physical therapy operator and provider of industrial injury prevention services, with annual revenue in excess of $130MM and total headcount of approximately 1,500 employees. APTP has 16 distinct outpatient physical therapy brands comprising 140+ locations and a network of 500+ licensed clinicians. In addition to operating a network of outpatient clinics, APTP partners with various industries by providing on-site injury prevention services. Founded in 2017 and headquartered in Grand Rapids, Michigan, APTP is committed toward delivering quality and compassionate services for patients nationwide. APTP views every patient and employee interaction as an opportunity to help that person reach their goals and provides the necessary resources to assist all individuals in achieving those goals.
Mission The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.
What You’ll Do As an HR Business Partner, the role involves collaborating closely with business leaders to understand their needs and align HR strategies and solutions with their goals. The HR Business Partner provides guidance and support to business partners on HR policies, procedures, and best practices. They work with HR departments to implement, administer, educate, and deliver HR services, programs, training, and policies that support business units and HR objectives. Additionally, they offer guidance and support to managers on performance management and coaching. Managing employee relations is a key aspect of the role, involving investigation and developing solutions for fair and timely conflict resolution. The HR Business Partner supports talent management initiatives, including workforce planning, succession planning, and leadership development. They collaborate with office leadership teams to identify employee development and training needs, creating and implementing plans to address those needs. Furthermore, they partner with the business to routinely analyze compensation and provide guidance to maintain or support external competitiveness and internal equity. Ensuring compliance with HR-related legal requirements, including labor laws and regulations, is another critical responsibility. The HR Business Partner analyzes HR data and metrics to identify trends and opportunities for improvement, regularly evaluating data and providing analytics to assigned groups. They conduct exit interviews, analyze turnover trends, and work with leadership to develop strategies to increase engagement and retention. Participation in the development and implementation of HR programs and initiatives is also part of the role. Regular status updates are provided to HR leadership on the HR Business Partner’s progress and impact on the business units. Additionally, they perform other duties as assigned.
Duties/Responsibilities
Conduct frequent meetings with respective business partners.
Consult with leaders and managers, providing HR guidance when appropriate.
Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.
Maintain in-depth knowledge of legal requirements related to day‑to‑day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed.
Provide day‑to‑day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provide HR policy guidance and interpretation.
Provide guidance and input on business restructures, workforce planning and succession planning.
Identify training needs for business units and individual executive coaching needs.
Participate in evaluation and monitoring of training programs to ensure success.
Perform other related duties as assigned.
Required Skills/Abilities
Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and administrative practices related to those factors.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem‑solving skills.
Proficient with Microsoft Office Suite or related software.
Competencies
Strategic Vision: Ability to align HR strategies with the overall business goals of the healthcare organization. Proficiency in developing and implementing strategic HR plans.
Leadership and Influence: Strong leadership skills to inspire and guide HR teams, and the ability to influence senior management and stakeholders.
Employee Relations: Proficiency in creating and implementing training and development programs to enhance employee skills and career growth.
HR Analytics & Data‑Driven Decision Making: Strong analytical and problem‑solving skills. Competence in using HR metrics and analytics to inform decision‑making and measure the effectiveness of HR initiatives.
Change Management: Capability to lead and manage organizational change, ensuring smooth transitions and minimal disruption.
Compliance and Ethics: Ensuring all practices comply with healthcare regulations, ethical standards and best practice.
Communication Skills: Excellent communication skills to effectively convey HR policies and initiatives to all levels of the organization.
Education And Experience
Minimum of 5 years of experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state employment laws.
Bachelor’s degree preferred.
SHRM Certified Professional (SHRM‑CP) or SHRM Senior Certified Professional (SHRM‑SCP) credential or ability to obtain certification within one year of employment.
Physical Requirements
Prolonged periods of sitting at a desk and working on a computer.
Must be able to lift up to 15 pounds at times.
What You'll Need
Bachelor’s degree in Human Resources, Business or relevant field and 5 years of relevant human resources experience.
What You'll Bring
Has in-depth knowledge of the HR function and processes.
Seeks to understand the operations of the business, how the business generates revenue and how work gets done within the organization.
Able to react quickly to solve problems and execute essential day‑to‑day HR activities.
Partner with leaders to identify and execute organization changes and communication plans.
Engages with business leaders to understand the talent needs required to support future growth.
Interprets basic data visualizations to make comparisons and draw conclusions.
Identifies and delivers data that is most critical to stakeholders’ priorities.
Recognizes patterns and trends and can recommend adjustments to existing plans.
Asks probing questions and effectively discovers symptoms and root causes of problems.
Reports and manages risks identified through internal operations or the external market.
Understands how work is distributed within the HR function and effectively utilizes and supports COEs.
Must have the ability to travel up to 10% of the time.
Seniority level
Mid‑Senior level
Employment type
Full‑time
Job function
Human Resources
Industries: Wellness and Fitness Services
#J-18808-Ljbffr