[Hiring] HR Business Partner @Infinx

Role Description

The HRBP will support the Human Resources department in various functions, including serving as a trusted advisor and consultant to designated business units and department leaders, ensuring that HR initiatives and operations support the organization's goals and drive employee engagement, performance, and growth. The HRBP will play a critical role in post-acquisition integration efforts, ensuring a smooth transition and alignment of culture, policies, and workforce practices. This role is crucial in our fast-paced healthcare technology environment, where talent, culture, and adaptability drive success in collaboration with a globally distributed workforce. The HRBP will partner with leadership to support scalable people strategies that enable growth and operational efficiency.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field
• 5+ years of progressive HRBP experience with an organization with 800+ employees
• 3+ years of healthcare HR experience
• SHRM-SCP or SPHR certification preferred
• Experience supporting organizational change, workforce transformation, or scaling initiatives
• Strong knowledge of employment law, HR best practices, and organizational development
• Experience with post-merger integration strongly preferred
• Experience supporting workforce strategies that include offshoring or global delivery models preferred
• Strong judgment and adaptability when policies, processes, or structures are still being defined
• Excellent interpersonal, communication, and problem-solving skills
• Located in Louisiana strongly preferred
• Intermediate or advanced Excel knowledge and skills (e.g., PivotTable, VLOOKUP) strongly preferred

Requirements

• Partner with specific business units and department leaders to align HR strategies with business objectives to support rapid expansion and operational efficiency
• Act as a coach and advisor to leaders on all aspects of talent management, organizational design, and team effectiveness
• Drive workforce planning and change management initiatives tailored to healthcare technology operations
• Provide data-driven guidance on workforce planning, talent strategies, and organizational design that scale with growth
• Advise leaders on organizational design, talent deployment, and role evolution as part of offshoring strategy as the company scales
• Design and implement scalable talent management frameworks (performance, succession, retention)
• Partner with Talent Acquisition to support high-volume hiring initiatives and onboarding processes
• Lead succession planning, performance management, and career development strategies to ensure resource alignment with company growth
• Facilitate talent reviews and implement developmental plans for technical and clinical staff
• Serve as a key point of contact for employee relations issues, especially in complex healthcare compliance environments
• Foster a positive, inclusive, and productive work environment through engagement strategies and transparent communication
• Analyze employee engagement survey data and lead department-specific action plans
• Ensure compliance with employment laws across multiple jurisdictions, particularly as the company expands its footprint
• Drive organizational restructuring, role clarity, and capability building to support growth, offshoring strategy, and evolving business needs
• Partner with leaders to define and refine company structure, reporting lines, and leadership layers as the organization scales
• Lead change management efforts by guiding leaders through organizational transitions in fast-growing, dynamic environments
• Support merger and acquisition integration by aligning structures, policies, and cultures while guiding employee transitions
• Partner with managers to assess skills gaps in both technical and clinical functions
• Promote a learning culture by supporting relevant training and certification programs
• Translate HR and people data into actionable insights that support workforce planning, talent strategies, organizational design, and post-acquisition integration
• Partner with leaders to define meaningful success measures for people initiatives, ensuring alignment with business outcomes and growth priorities
• Promote data literacy among leaders by simplifying complex data into clear narratives that inform decisions and drive accountability

Benefits

• Access to a 401(k) Retirement Savings Plan
• Comprehensive Medical, Dental, and Vision Coverage
• Paid Time Off
• Paid Holidays
• Additional benefits, including Pet Care Coverage, Employee Assistance Program (EAP), and discounted services