The HRBP will work closely with the Senior Management and employees to ensure alignment between human resources strategies and business objectives, while focusing on enhancing our team’s growth and operational efficiency. This role requires someone who can work in a fast-paced RCM environment, providing HR expertise and support across areas like talent management, employee relations, and organizational development.

Key Responsibilities:

• Strategic HR Support: Partner with leadership to develop and implement HR strategies aligned with business goals, ensuring the success of revenue cycle operations.
• Talent Acquisition and Retention: Collaborate with the recruitment team to attract top talent in RCM roles (coding, billing, AR, denial management, etc.) and develop retention strategies for high-performing employees.
• Performance Management: Work with managers to implement and guide performance review processes, establish KPIs, and manage improvement plans for employees across RCM departments.
• Employee Relations: Act as a trusted advisor to employees and managers, handling concerns related to workplace issues, performance, team dynamics, and conflict resolution.
• Learning and Development: Identify training needs and collaborate with internal and external resources to create learning programs that enhance RCM-specific skills and leadership development.
• Change Management: Support the organization during periods of growth, restructuring, or process changes, ensuring smooth transitions and positive employee engagement.
• Workforce Planning: Collaborate with department heads to anticipate future staffing needs, skill gaps, and succession planning, particularly in key roles such as billing, coding, and denial management.
• Compensation and Benefits: Work with the leadership team to ensure competitive compensation packages, assess benefits offerings, and ensure employee satisfaction in a fast-evolving RCM landscape.
• Compliance and Policy Development: Ensure that HR policies are up to date and in compliance with local labor laws and RCM-specific industry standards, such as HIPAA regulations.
• HR Analytics: Use data-driven insights to make informed decisions on workforce planning, talent management, and employee engagement to enhance business outcomes in the RCM environment.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree or HR certification (PHR, SPHR) preferred.
• 5+ years of experience in HR, preferably as an HR Business Partner in healthcare or RCM-related organizations.
• Strong understanding of revenue cycle management processes and how HR functions can support operational goals.
• Proven track record in talent management, employee relations, and organizational development.
• Strong interpersonal skills, with the ability to build relationships at all levels of the organization.
• Excellent problem-solving and decision-making abilities.
• Familiarity with HRIS systems, payroll, and relevant labor laws.
• Experience in supporting teams through growth and change management.