HR Business Partner - Hybrid, Nashville TN

Discover Vanderbilt Health : With eight hospitals and over 180 clinics, we are the region’s largest comprehensive academic health system. Vanderbilt Health has a long tradition of providing world-class care to the people of the Mid-South, living out our mission of moving medicine forward through preeminent programs in patient care, education and research. Here you’ll find a spirit of collaboration and a supportive community where your expertise is valued, your knowledge expanded and your uniqueness celebrated. We are committed to fostering an environment where talented, compassionate people are united in bringing the most advanced care to our neighbors throughout the region.

Organization:
HR Service Delivery

Job Summary

Collaborates with leaders and employees to hire, motivate, reward and retain quality staff under minimal guidance. Supports and guides strategic planning and organizational development transitions. Facilitates the Human Resources (HR) needs around hiring, management, training, compensation, and benefits aligned with best practices and organizational consistency. Serves as a resource for managers in maintaining a positive and rewarding work experience for employees. Builds consultative relationships with areas supported, demonstrating the value of HR as a consistent knowledgeable, trusted, go-to resource.

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The ideal candidate is a strategic HR professional who can effectively navigate complex employee and business situations while building strong partnerships across the organization.

Strategic Partnership & Business Acumen

• Demonstrated ability to understand business operations and align people strategies with organizational goals and priorities.

• Proven experience serving as a trusted advisor to leaders, providing insights and recommendations that support both workforce effectiveness and business outcomes.

• Ability to balance employee experience, business needs, organizational priorities, and risk when developing solutions.

Judgment, Problem Solving & Decision Making

• Strong critical thinking skills with the ability to assess complex situations, identify risks and opportunities, and recommend practical solutions.

• Demonstrated sound judgment in navigating situations where policies, precedent, business needs, and employee concerns may not offer clear-cut answers.

• Solutions-oriented approach with the ability to present options, implications, and actionable recommendations.

Employee Relations & HR Expertise

• Strong foundation in employee relations, including experience independently managing complex workplace issues, investigations, performance concerns, and conflict resolution.

• Ability to recognize when legal, compliance, labor relations, or other specialized expertise should be engaged.

• Knowledge of HR policies, practices, employment laws, and risk mitigation strategies.

Influence, Communication & Relationship Building

• Exceptional interpersonal and communication skills with the ability to effectively engage and influence stakeholders at all levels.

• Demonstrated credibility and professional presence when consulting with leaders and employees.

• Ability to build trusted relationships while maintaining objectivity and sound HR judgment.

• Skilled at facilitating difficult conversations and respectfully challenging leaders when necessary.

Adaptability & Organizational Agility

• Comfortable operating in ambiguous environments where direction may evolve and solutions are not always clearly defined.

• Demonstrated resilience, flexibility, and adaptability in responding to changing priorities, organizational structures, and business needs.

• Strong organizational awareness and ability to navigate complex stakeholder relationships to move work forward effectively.

Collaboration & Teamwork

• Collaborative, low-ego team player who shares information, supports colleagues, and values collective success.

• Ability to partner effectively with colleagues across HR Centers of Excellence and business functions to deliver integrated solutions.

Data-Driven & Operational Excellence

• Experience using workforce data, trends, and analytics to identify issues, provide insights, and influence decision-making.

• Strong organizational and project management skills with the ability to manage multiple priorities, document work appropriately, and deliver results with minimal oversight.

• Demonstrated ownership, accountability, and follow-through in managing assigned client groups and strategic initiatives.

Key Success Characteristics

Successful candidates will demonstrate:

• Strategic mindset with experience providing recommendations and influencing senior leaders

• Demonstrated professional maturity, executive presence, and discretion

• Ability to navigate ambiguity and exercise sound judgment in complex situations.

• Proven leader coaching and consultation skills and influencing senior leaders

• Strong HR background with experience managing complex employee relations and workforce challenges

• Accountability and ownership

• Adaptable and flexible in a fast-paced, changing environment

• Organizational savvy

• Strong relationship-building and stakeholder management abilities

• Experience analyzing data and translating insights into actionable recommendations

• Operational discipline and reliability

KEY RESPONSIBILITIES

• Partners with leaders on coaching and counseling employees throughout the employment cycle.

• Gathers and analyzes work group data analysis for leaders and provides recommendations for improvement.

• Provides guidance and interprets polices for leaders and employees on best practices in HR and balances organizational and work group priorities.

• Works with leadership to interpret policies, applies procedures, and offers services in response to identified trends and patterns while maintaining organizational perspective and consistency.

• Partners with leaders to provide coaching in employee relations, grievances and conflicts with managers and employees. Acts as point of contact for all assigned areas and assist in the development, recommendation and implementation of human resources strategies that align with the organizational goals.

• Partners with customers and HR colleagues to understand business strategy and address HR needs and issues.

• Partners with HR colleagues to share HR practices, tools and information.

• The responsibilities listed are a general overview of the position and additional duties may be assigned.

TECHNICAL CAPABILITIES

• Investigating (Intermediate): The act of conducting an inquiry into unfamiliar or questionable activities and research of inquiring into something thoroughly and systematically, knowledge and experience of the procedures and practices of accomplishing a specific investigation.

• Employee Relations Knowledge (Advanced): Knowledge of Employee Relations that can deal with a wide variety of employee needs and concerns, such as employee communications, policies and procedures, morale, employee participation in management decisions, conflict and grievance resolution, unions and Employee Relations.

• HR Compliance (Advanced): Understanding the rules, regulations, sanctions and other statutory requirements, guidelines and instructions relating to governing bodies and organizations, both internally and externally.

• Human Resources (Advanced): Knowledge of various components of human resources which may include human resources management, the recruitment process, skills development and tracking, benefits administration, training, compensation, organizational development, and compliance with associated government regulations.

• Analytical Skills (Intermediate): The process of identifying, evaluating, interpreting and organizing data. It includes sorting through data to identify patterns and establish relationships for decision making.

Our professional administrative functions include critical supporting roles in information techno