Vanna Health
Human Resources Business Partner (HRBP) – Care & Clinical
RemoteUnited States only· UTC-6…UTC-4
- Role
- HR
- Experience
- Senior
- Employment
- Full-time
Salary not disclosed
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Open to US only · UTC-6…UTC-4. Set where you work from to check your eligibility.
No BS summary
Experienced HRBP with 5–7 years in HR Generalist/HRBP roles, including 3+ years supporting hourly/non-exempt healthcare or high-volume operational teams. Must handle employee relations investigations, manager coaching, employment law compliance, leaves/accommodations, and be able to work ET or CT hours with 20–25% travel for monthly site visits.
HUMAN RESOURCES BUSINESS PARTNER (HRBP) – CARE & CLINICAL
LOCATION: REMOTE (MUST BE OK WITH ET OR CT WORKING HOURS)
DEPARTMENT: PEOPLE
REPORTS TO: VP OF PEOPLE
FLSA STATUS: EXEMPT
TRAVEL: 20–25% (MONTHLY SITE VISITS REQUIRED)
About the Role Vanna Health is seeking an experienced, high-impact Human Resources Business Partner (HRBP) to support our frontline care and clinical teams. In this role, you will serve as a strategic and operational partner to Site Managers and Operations Leadership. You will spend significant time navigating complex employee relations, driving manager development, shaping operational policy, and cultivating a culture that delivers both exceptional member care and high employee retention.
Core Responsibilities
- General HR Support: Serve as a primary point of contact for our frontline Care team on policy questions, benefits, and compensation, while jumping in on cross-functional People projects (eg Recruiting, Team Events) as needed.
- Onboarding Experience: Support the care and clinical onboarding pipeline by facilitating HR training modules, managing logistics, and ensuring a seamless integration for new team members.
- Manager Coaching & Leadership Training: Design and facilitate hands-on training for Site Managers and Senior Coaches covering core leadership, fair coaching, attendance management, and HR compliance. Guide frontline managers through performance management, objective evaluation, PIPs, and separations.
- Strategic Employee Relations & Investigations: Lead end-to-end, impartial investigations into complex workplace issues (e.g., harassment, discrimination, performance concerns). Resolve operational and interpersonal conflicts between hourly staff, management, and clinical leaders to maintain a safe, respectful workplace.
- Retention, Engagement, & Insights: Identify operational friction points impacting staff morale and develop tailored retention initiatives. Track employee relations trends, stay/exit interview data, and operational metrics to address the root causes of turnover.
- Policy, SOPs, & Compliance: Draft, update, and implement operational HR policies, handbooks, and standard operating procedures (SOPs) tailored to a non-exempt, shift-based workforce. Ensure strict compliance with federal, state, and local employment laws.
- Leave & Accommodations Management: Partner with third-party administrators and internal teams to manage complex FMLA, medical leaves, return-to-work protocols, and ADA reasonable accommodations for physical care roles.
- Change Management: Guide leaders and frontline teams through operational shifts, restructuring, software rollouts, and schedule adjustments.
Qualifications & Competencies
- Experience: 5–7 years of progressive HR Generalist or HRBP experience, with at least 3+ years directly supporting an hourly/non-exempt workforce in healthcare, clinical operations, long-term care, or similar high-volume operational environments.
- Investigation & Conflict Resolution Skills: Proven track record of conducting legally sound investigations, writing concise factual summaries, and utilizing strong emotional intelligence and de-escalation techniques in high-stress care environments.
- Communication & Facilitation: Exceptional written and verbal communication skills with the gravitas and discretion needed to build trust across all levels—from frontline hourly staff to executive leadership.
- High Emotional Intelligence: Demonstrated ability to exercise strong EQ, active listening, and conflict de-escalation in fast-paced, high-stress clinical environments.
- Training Expertise: experience building training content & facilitating high-impact staff trainings
- Legal & Regulatory Expertise: Deep working knowledge of employment law (FMLA, ADA, FLSA, EEO, NLRA) and multi-state wage-and-hour compliance for non-exempt staff.
- Composure Under Pressure: Ability to remain calm, objective, and level-headed during high-stakes situations, operational disruptions, or sensitive employee relations issues.
Preferred Qualifications
- Experience in behavioral healthcare or psychiatric clinical settings.
- Background operating within a fast-paced, high-growth startup environment.
What you'll do
- Serve as a primary point of contact for the frontline Care team on policy questions, benefits, and compensation.
- Support cross-functional People projects such as recruiting and team events as needed.
- Support the care and clinical onboarding pipeline by facilitating HR training modules, managing logistics, and ensuring seamless integration for new team members.
- Design and facilitate hands-on training for Site Managers and Senior Coaches covering core leadership, fair coaching, attendance management, and HR compliance.
- Guide frontline managers through performance management, objective evaluation, PIPs, and separations.
- Lead end-to-end, impartial investigations into complex workplace issues such as harassment, discrimination, and performance concerns.
- Resolve operational and interpersonal conflicts between hourly staff, management, and clinical leaders to maintain a safe, respectful workplace.
- Identify operational friction points impacting staff morale and develop tailored retention initiatives.
- Track employee relations trends, stay/exit interview data, and operational metrics to address root causes of turnover.
- Draft, update, and implement operational HR policies, handbooks, and SOPs tailored to a non-exempt, shift-based workforce.
- Ensure strict compliance with federal, state, and local employment laws.
- Partner with third-party administrators and internal teams to manage complex FMLA, medical leaves, return-to-work protocols, and ADA reasonable accommodations for physical care roles.
- Guide leaders and frontline teams through operational shifts, restructuring, software rollouts, and schedule adjustments.
What they require
- Must be OK with ET or CT working hours.
- 20–25% travel required for monthly site visits.
- 5–7 years of progressive HR Generalist or HRBP experience.
- At least 3+ years directly supporting an hourly/non-exempt workforce in healthcare, clinical operations, long-term care, or similar high-volume operational environments.
- Proven track record of conducting legally sound investigations.
- Experience writing concise factual summaries.
- Strong emotional intelligence and de-escalation techniques in high-stress care environments.
- Exceptional written and verbal communication skills with the gravitas and discretion needed to build trust across all levels, from frontline hourly staff to executive leadership.
- Demonstrated ability to exercise strong EQ, active listening, and conflict de-escalation in fast-paced, high-stress clinical environments.
- Experience building training content and facilitating high-impact staff trainings.
- Deep working knowledge of employment law including FMLA, ADA, FLSA, EEO, and NLRA.
- Deep working knowledge of multi-state wage-and-hour compliance for non-exempt staff.
- Ability to remain calm, objective, and level-headed during high-stakes situations, operational disruptions, or sensitive employee relations issues.
- Preferred: Experience in behavioral healthcare or psychiatric clinical settings.
- Preferred: Background operating within a fast-paced, high-growth startup environment.
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