Human Resources Business Partner

Human Business Partner - Remote Reports To: Senior Director of Human Resources Cardiovascular Services of America (CVAUSA) is the largest private and independent cardiology network in the United States. Our inclusive and diverse network brings together top cardiovascular specialists and thought leaders who offer regional perspectives and a broad strategic vision for the future of patient care. Who We are and what we do: Headquartered in Orlando area, Cardiovascular Associates of America aims to bring the best cardiovascular physicians in one network with the common mission of saving lives, reducing costs, and improving patient care through clinical innovation. Through CVAUSA's physician-centered practice management model, physicians drive clinical care and their practice culture, while benefiting from the business expertise and shared resources available through CVAUSA for better patient outcomes. Position Summary The Human Resources Manager serves as a trusted HR partner supporting the National Services Organization (NSO) and a network of independent physician practices in a multi-site healthcare environment. Reporting to the Senior Director of Human Resources, this role is responsible for providing practical HR guidance with a strong focus on employee relations, talent acquisition, and leadership support while ensuring consistent HR practices across a growing organization. This position is ideal for an experienced HR professional who enjoys balancing strategic partnership with hands-on execution. The HR Manager works closely with physicians, practice administrators, operational leaders, and corporate stakeholders to address employee concerns, support organizational growth, recruit top talent, and foster positive workplace cultures while respecting the unique identity of each practice. Success in this role requires sound judgment, exceptional relationship-building skills, strong business acumen, and the ability to manage competing priorities in a fast-paced, evolving organization. Essential Duties and Responsibilities Employee Relations & HR Partnership • Serve as the primary HR partner to assigned business leaders, physicians, and practice administrators, providing practical guidance on employee relations, performance management, organizational policies, and HR best practices. • Handle employee relations matters from initial intake through resolution, including conducting workplace investigations, documenting findings, and recommending appropriate corrective actions. • Coach leaders through difficult conversations, performance concerns, conflict resolution, employee engagement, and policy interpretation. • Balance employee advocacy with sound business judgment while minimizing organizational risk. • Identify employee relations trends and recommend proactive solutions to strengthen leadership effectiveness, improve retention, and enhance workplace culture. • Build trusted relationships with leaders across multiple locations while supporting the unique culture of each independent practice. Talent Acquisition & Workforce Planning • Partner with hiring managers to identify staffing needs and develop recruiting strategies for clinical, administrative, and corporate positions. • Manage full-cycle recruitment including sourcing, screening, interviewing, offer coordination, and hiring. • Collaborate with recruiting resources and hiring leaders to improve candidate experience and reduce time-to-fill. • Coordinate and support onboarding to ensure new employees successfully integrate into both the organization and their individual practice culture. • Assist leadership with workforce planning to support organizational growth, expansion, and acquisitions. HR Operations & Organizational Support • Provide day-to-day HR support to assigned practices and NSO leaders. • Support organizational growth initiatives, including onboarding new practices and assisting with HR integration efforts. • Assist in developing scalable HR policies, procedures, and best practices that support a decentralized operating model. • Partner with Payroll, Benefits, HRIS, Compliance, and Operations to ensure a consistent and positive employee experience. • Ensure compliance with applicable federal, state, and local employment laws, company policies, and regulatory requirements. Leadership & Organizational Effectiveness • Build credibility and trusted partnerships with leaders at all levels of the organization. • Support organizational change initiatives through effective communication, coaching, and employee support. • Use data, sound judgment, and business insight to help leaders make informed workforce decisions. • Participate in HR initiatives that improve employee engagement, retention, leadership capability, and operational effectiveness. Travel • Travel up to 20% to partner practices and regional locations to provide on-site HR support, conduct investigations, facilitate training, and strengthen relationships...