Human Resources Business Partner

PACS is seeking an HR Business Partner to bring business-aligned HR expertise to a defined group of facilities in Salt Lake City, UT (onsite). This role helps facility leaders and local HR partners (“HR Locals”) manage people effectively through practical guidance, coaching, and sound judgment, with a strong emphasis on reducing risk and building consistent people practices across locations.

What you’ll do

• Develop a working understanding of facility operations, staffing models, leadership dynamics, and relevant regulatory considerations.
• Build credibility through regular presence in facilities and engagement with local and regional leaders.
• Deliver HR guidance grounded in operational reality, not abstract HR theory.
• Act as the primary HR expertise source for HR Locals who perform HR responsibilities as part of a broader role.
• Support HR Locals with HR tools, systems, policies, and processes, including coaching on employee relations judgment, documentation quality, and appropriate escalation.
• Apply legal and regulatory judgment in day-to-day people decisions to help reduce risk across a multi-state environment.
• Partner with Facility Administrators on hiring, performance management, corrective action, and employee relations.
• Coach leaders beyond the immediate issue to address root causes and reinforce accountability in people leadership.
• Support the Regional Vice President by identifying trends, recurring issues, and emerging risks across facilities.
• Synthesize field observations and available data to surface insights early and reinforce consistency in people practices.
• Translate trends into practical guidance or preventive actions in partnership with HR leadership and Centers of Excellence.
• Collaborate across HR Operations, People Relations, Legal, and Centers of Excellence with clear role boundaries.
• Share field feedback to inform HR tools, guidance, and support models.
• Provide broad-based HR advice during facility transitions, acquisitions, or integrations, including onboarding employees and enabling local HR partners and leaders during change.
• Help ensure consistent HR practice application while accounting for transition-related complexity and risk.

What you bring

• 3+ years of experience in an HR Business Partner, HR Generalist, or similar role supporting leaders in a complex or distributed environment.
• Demonstrated ability to build trust and influence without formal authority.
• Solid foundation in employee relations principles with consistent, sound judgment.
• Strong curiosity about the business and how people decisions affect outcomes.

Preferred experience

• Experience supporting employees and leaders across multiple states with varying employment laws and regulatory requirements.
• Experience supporting frontline, multi-site, or regulated workforces (healthcare services a plus).
• Exposure to HRBP, shared services, or COE-based HR operating models.
• Working awareness of union environments and collective bargaining considerations.

Benefits

• Health Coverage: Medical, dental, and vision plans for you and your family.
• PTO and Vacation: Generous paid time off and holidays.
• Financial Wellness: Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA) to help manage healthcare expenses.
• Retirement Planning: A 401(k) plan with company contributions.
• Support When You Need It: An Employee Assistance Plan (EAP) offering confidential support for personal and professional challenges.

How this role operates

• This role provides broad functional coverage as an advisor and coach who enables HR Locals and leaders to manage people effectively.
• It is not a transactional HR administrator, a replacement for facility HR ownership, or the owner of enterprise HR programs.

Core capabilities for success

• Business-minded: Understands how the business operates and why decisions matter.
• Consultative: Diagnoses before prescribing and challenges constructively.
• Credible and grounded: Earns trust through judgment and practical guidance.
• Coach-oriented: Builds capability in leaders and HR Locals rather than creating dependency.
• Labor-aware: Demonstrates working awareness of union environments and knows when to escalate.