HR Strategic Partner, Sr. - Toledo

Essential Functions:

• Serves as a strategic advisor, aligning strategies with operational, financial, clinical, and organizational objectives. Serves as a role model and mentor, contributes to the development of standards, tools, and best practices. Provides guidance on complex cases and strategic approaches.
• Partners, assesses, and strengthens organizational health, leadership capability accountability, and culture. Translates data into strategic insights that drive proactive, evidence-based decisions and actionable, enterprise-aligned strategies. Promotes ethical decision-making and ensures that people-related strategies support both business objectives and responsible risk management.
• Assesses turnover trends, identifies retention risks, evaluates engagement drivers, and informs workforce and talent strategies. Influences decision-making by explicitly linking initiatives to outcomes such as retention, engagement, productivity, patient experience, and risk mitigation. Identifies systemic themes and trends across ER activity and partners with leaders to implement proactive interventions that improve leader capability and reduce organizational risk.
• Leads, owns, and drives change management for complex organizational initiatives, development and execution of talent strategies, and workforce planning in partnership with operational and finance leaders to anticipate talent needs and support organizational sustainability.
• Serves as primary liaison with Mercy Human Resources and NCH Toledo managers related to Mercy leased staff providing services in Toledo. Serves as point person for new employees and facilitates during day one New Hire Orientation and onboarding activities.
• Analyzes and manages compliance and integrity concerns, questions, or complaints and serves as a liaison with the Compliance & Integrity Program. Ensures compliance with employment laws and internal policies, assists and directs external regulatory audits, assists with education efforts, and serves as resource for HIPAA concerns, including investigations as needed.
• Supports executive onboarding and leadership transitions to ensure continuity and effectiveness. Coaches through transformation, ambiguity, and organizational complexity within a highly regulated healthcare environment.

Education Requirement:

• Bachelor’s Degree in Human Resources, Business, or related field, or equivalent education and experience, required.
• Master's Degree, preferred.

Certifications:

SHRM Certified Professional (SHRM-CP), Professional in Human Resources (PHR), or Senior Professional in Human Resources (SPHR), preferred.

Skills:

• Advanced influencing, consulting, and facilitation skills with the ability to partner effectively with senior and executive leaders. Proven ability to partner with senior leaders to drive people strategies and influence outcomes. 
• Strong business and financial acumen with the ability to align people strategies to operational and organizational priorities. 
• Demonstrated change leadership and coaching capability, including guiding leaders through complexity, ambiguity, and transformation. 
• Expertise in employee relations and risk management, with the ability to lead complex investigations and advise leaders with sound judgment and confidence. 
• Strong data literacy with the ability to interpret people analytics, identify trends, and translate insights into actionable strategies. 
• Excellent written and verbal communication skills, with the ability to communicate complex concepts clearly to diverse audiences, collaborates cross functionally, and continuously elevate HR service delivery and impact. 
• Effective project and initiative leadership skills, including the ability to manage competing priorities and deliver results in a fast-paced environment. 
• High level of interpersonal effectiveness and emotional intelligence, fostering trust, credibility, and collaborative relationships across the organization. 

Experience:

• Eight years of progressive HR experience, including senior-level HRBP or equivalent strategic roles, required.
• Advanced knowledge of HR best practices and state & federal employment laws, required.
• Demonstrated experience managing complex employee relations and organizational risk mitigation, required.
• Experience leading organizational change, workforce planning, and talent strategies in a complex or regulated environment, required.
• Robust experience using people analytics to inform decisions and drive proactive solutions, required.

Physical Requirements:

OCCASIONALLY: Lifting / Carrying: 0-10 lbs, Lifting / Carrying: 11-20 lbs, Lifting / Carrying: 21-40 lbs, Lifting / Carrying: 41-60 lbs, Pushing / Pulling: 0-25 lbs, Pushing / Pulling: 26-40 lbs, Pushing / Pulling: 41-60 lbs

FREQUENTLY: Bend/twist, Climb stairs/ladder, Flexing/extending of neck, Hand use: grasping, gripping, turning, Reaching above shoulder, Sitting, Squat/kneel, Standing, Walking

CONTINUOUSLY: Audible speech, Color vision, Computer skills, Decision Making, Depth perception, Hearing acuity, Interpreting Data, Peripheral vision, Problem solving, Repetitive hand/arm use, Seeing – Far/near

"The above list of duties is intended to describe the general nature and level of work performed by individuals assigned to this classification. It is not to be construed as an exhaustive list of duties performed by the individuals so classified, nor is it intended to limit or modify the right of any supervisor to assign, direct, and control the work of employees under their supervision. EOE M/F/Disability/Vet"