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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 dur