About HaloMD
HaloMD is a leading expert in No Surprises Act and Independent Dispute Resolution operations, partnering with healthcare providers nationwide to navigate NSA complexities and secure appropriate reimbursement. We operate across 37 states and are rapidly scaling our people infrastructure to match our growth. We move fast, invest in our people, and believe that how we treat employees reflects how we operate in the world.
As HaloMD grows, this role offers the chance to shape operational HR practices in a high growth environment. If you thrive on meaningful work, rapid execution, and practical ownership of HR delivery, this role is for you.
About the Role
The Senior HR Business Partner (Sr. HRBP) is a hands‑on, operational HR leader and player‑coach responsible for day‑to‑day HR delivery for HaloMD's largest and most complex division. This role manages two HR Partners supporting different client groups while maintaining a direct client portfolio.
The Sr. HRBP ensures consistent, high‑quality HR operations across a mixed hourly and salaried workforce, with a strong focus on employee relations, performance management, manager coaching, and policy application. This role serves as the primary escalation point for complex ER matters, drives consistency across workflows, and develops HR Partner capability through coaching and oversight.
Reporting to the Senior HR Director, People Enablement & Operations, the Sr. HRBP executes established strategy and priorities by operationalizing programs, strengthening manager capability, and improving measurable HR outcomes. Strategic direction, policy changes, and cross‑division initiatives remain the responsibility of the Sr. HR Director.
This is a newly created role designed for an experienced HR operator who excels at execution, people leadership, and disciplined HR delivery in a fast‑paced environment.
What You Will Own:
People Leadership & HR Operations:
- Lead, develop, and manage two HR Partners; own performance management, capability building, workload allocation, and operational quality metrics.
- Establish and enforce consistent case‑handling standards, documentation practices, and HR playbooks across all supported workflows.
- Conduct regular 1:1s, case reviews, and coaching sessions; provide direct guidance on complex or high‑risk employee relations matters.
Employee Relations & Manager Support:
- Serve as the primary operational escalation point for complex or sensitive ER issues, including investigations, terminations, and performance improvement plans.
- Prepare clear, well‑documented recommendations, summaries, and draft actions for Sr. HR Director review and approval; execute approved outcomes consistently.
- Coach frontline leaders through senior leadership on performance management, policy application, and effective people practices.
Cross‑Functional Partnership:
- Coordinate operational engagement with Legal, Payroll, and other partners by providing concise, fact‑based briefs and recommended actions.
- Escalate high‑risk, precedent‑setting, or policy‑impacting matters to the Sr. HR Director for assessment and decision‑making.
- In time‑sensitive emergencies (e.g., payroll deadlines, regulatory notices), engage partners directly as needed and notify the Sr. HR Director immediately, followed by a written brief within 24 hours.
What Success Looks Like:
First 90 Days:
- Establish credibility and strong partnerships with client leaders and HR Partners.
- Ensure employee relations cases and escalations are managed consistently, on time, and to standard.
- Identify the top two to three people‑related risks within the client group and deliver a concise risk summary with recommended operational actions to the Senior HR Director.
First Year:
- Deliver measurable operational impact, including improved manager effectiveness, reduced ER case cycle times, and consistent quality across investigations and performance improvement plans.
- Successfully execute engagement action plans and operational HR programs.
- Drive process improvements that strengthen HR delivery; escalate strategic program design, policy, or resourcing needs to the Senior HR Director as appropriate.
Longer Term:
- Contribute to building scalable, reliable people infrastructure through strong operational execution and team development.
- Provide clear, data‑driven insights and recommendations that inform Director‑ and VP‑level people strategy and planning.
What You Bring:
- 10+ years of progressive HR experience, with deep expertise in employee relations, performance management, and operational HR delivery across mixed hourly and salaried populations.
- Proven experience leading, mentoring, and developing HR professionals; strong ability to enforce standards and improve operational quality.
- Demonstrated success managing high‑volume ER caseloads with strong documentation and timely resolution.
- Working knowledge of multi‑state employment law, wage and hour compliance, FMLA, ADA, and related regulations; sound judgment in identifying legal risk and escalation needs.
- Experience supporting remote and distributed workforces; background in healthcare operations, revenue cycle management, BPO, call center, or claims processing strongly preferred.
- Comfort operating in high‑growth, fast‑changing environments with the ability to build repeatable processes.
- Proficiency with HRIS platforms; UKG strongly preferred, Lattice a plus.
- PHR, SPHR, SHRM‑CP, or SHRM‑SCP preferred.
- Bachelor's degree in Human Resources, Business Administration, or a related field.
Perks & Benefits:
- Fully remote role based within the US with reliable high‑speed internet required.
- Multiple medical plan option.
- Health Savings Account (HSA) with company contributions.
- Dental and vision coverage for you and your eligible dependents.
- 401(k) retirement plan with company match.
- Generous vacation, sick leave, and company‑paid holidays.
- Company wellbeing program with health insurance incentives.
Equal Opportunity Employer
HaloMD is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by applicable law. We are committed to building an inclusive workplace where every employee can thrive.