Senior Human Resources Business Partner

Community Clinic is a trusted regional healthcare system dedicated to delivering exceptional, whole-person care in a compassionate, professional, and welcoming environment. As we continue to grow across the region, we remain grounded in one belief: people matter. That includes our patients—and our team. Every employee plays a vital role in living out our promise: We care. You belong.

Position summary

Community Clinic is seeking Senior HR Business Partner to join our team in Fort Smith, AR. The Senior HR Business Partner (Sr. HRBP) will guide HR strategy and execution across primary care clinics in the Fort Smith market as well as some additional employee relations support for Fayetteville clinics, aligning workforce planning, employee relations, and talent practices with organizational goals to strengthen patient care delivery and staff retention.

The role is instrumental in providing consistent, trusted HR guidance to physicians, advanced practice providers, and clinic managers across a distributed multi-site footprint. Reporting to the Sr. Manager of Talent Experience, the Sr. HRBP will ensure HR strategies align with organizational goals and support workforce stability, performance, and employee experience across the market. The ideal candidate brings strong consultative skills, sound judgment, and a deep understanding of how HR drives measurable outcomes in a healthcare setting.

The schedule for this position is full-time, Monday - Friday 8:00 AM - 5:00 PM

Essential job functions

Strategic Business Partnership

• Serve as the primary HR point of contact for clinics in the Fort Smith market, building strong relationships with physician leaders and clinic managers at each site.
• Translate business and clinical operations goals into HR strategies that support patient access, provider satisfaction, and staff retention.
• Participate in leadership meetings to provide workforce data, trends, and recommendations that inform operational decisions.
• Lead or support organizational design, workforce planning, and change management initiatives tied to clinic growth or service line expansion.

Employee Relations & Compliance

Manage complex employee relations matters including investigations, performance concerns, and conflict resolution across clinical and non-clinical staff (physicians, APPs, nurses, MAs, front office, administrative teams).

Ensure consistent, fair application of policies while balancing patient care continuity and regulatory obligations.

Maintain deep knowledge of healthcare-specific employment law and regulatory requirements (e.g., EEOC, FMLA, ADA, HIPAA workforce implications, state licensing board considerations, Joint Commission/CMS workforce-related standards where applicable).

Partner with the Credentialing team on general licensure-related employment matters (e.g., leave impacts, termination timing) as needed, without owning the credentialing process itself.

Talent Management & Development

• Guide managers through performance management cycles, including goal-setting, coaching, corrective action, and performance improvement plans.
• Support succession planning and leadership development for clinic managers and clinical leads.
• Partner with Talent Acquisition on workforce planning for hard-to-fill clinical roles (physicians, APPs, RNs) and provide market insight on compensation competitiveness.
• Advise on career pathing and internal mobility for administrative and clinical support staff.

Total Rewards & Workforce Analytics

• Partner with Compensation on job evaluations, pay equity reviews, and market benchmarking for clinical and non-clinical roles.
• Analyze HR metrics (turnover, engagement, time-to-fill, absenteeism) specific to the market and recommend action plans.
• Support open enrollment, benefits communication, and leave management coordination for the assigned population.

Culture & Engagement

• Champion initiatives that support provider well-being and reduce burnout, given the operational demands of primary care.
• Lead or support employee engagement surveys, action planning, and recognition programs at the clinic level.
• Serve as a culture carrier for organizational values, particularly around patient-centered care and team-based practice models.

Collaboration & Leadership

• Provide guidance and mentorship to HR Generalists, HR Coordinators, or junior HRBPs supporting the market.
• Identify opportunities to streamline HR processes and improve consistency across the 8 clinic sites.
• Lead or contribute to HR projects and initiatives (e.g., HRIS improvements, policy updates, onboarding redesign).

Community Clinic Essential Competencies

• Service: Treats every patient and coworker with empathy, respect, and a genuine desire to help.
• Ownership: Takes responsibility for their actions, follows through on commitments, and upholds high standards even when no one is watching.
• Adaptability: Remains flexible, open to change, and willing to learn in order to meet the evolving needs of our patients, teams, and organization.
• Collaboration: Works together with openness and respect, shares information freely, and supports co-workers to provide seamless, high-quality care.
• Problem Solving: Approaches challenges with curiosity, finds practical solutions, and takes initiative to improve processes and patient experiences.

Role Specific Essential Skills/Competencies

• Strong business acumen and strategic thinking within a healthcare operating environment.
• Sound judgment and discretion in handling confidential and sensitive matters.
• Strong written and verbal communication skills, including comfort presenting to physician leadership.
• Data-driven decision-making and comfort with HR analytics.
• Adaptability across fast-paced clinical environments with competing priorities.
• High emotional intelligence and conflict-resolution skill.
• Proficiency with HRIS/HCM systems (e.g., Workday, UKG, ADP) and HR reporting tools.
• Required qualifications
• Bachelor's degree in HR, Business, Healthcare, or related field (or equivalent experience).
• 5+ years of progressive HR experience, including at least years in a business partner or HR generalist role supporting multiple sites or departments.
• Demonstrated experience managing employee relations issues, investigations, and performance management.
• Working knowledge of federal and state employment law as it applies to healthcare settings.

Preferred qualifications

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience in a multi-site ambulatory or primary care organization.
• Familiarity with provider compensation models (RVU-based, productivity, value-based care incentives).
• Change management certification (e.g., Prosci) a plus.
• Why Join Community Clinic?
• Be a part of a mission-driven organization committed to providing access to health-care to everyone in your community!

Excellent Benefits Package including

• Health, Vision, Dental and Life Insurance
• 403(b) Retirement plan (automatic employer contribution of 5% per paycheck!)
• Paid Time Off and 10 Annual Paid Holidays
• Employee Discounts for Care