Senior Level Regional Human Resources Business Partner Jobs
Senior level regional human resources business partner jobs place experienced HR leaders in charge of multi-site workforce strategy, organizational design, and the cross-functional initiatives that drive business outcomes. Openings concentrate across Energy, Manufacturing, and Technology & Software, with employers like INFICON, LPL Financial, and Legacy Health hiring at this level now.
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INTRODUCTION
As a Legacy Health People Strategy Partner, you will be a trusted advisor and thought partner to the organization’s senior leaders to ensure the organization’s People & Culture strategy works to meet the unique needs of the business. You will be responsible to steward and support integrated, innovative, and inclusive workforce solutions. Your role within the People & Culture division will be to provide business insight and perspective to teams across the division, in service of designing competitive and inclusive practices, processes and policies that support the organization’s priorities and the needs of a high performing diverse workforce. While the responsibilities of the job are to ensure an innovative and sustainable talent strategy comes to life, of equal importance are the qualities we’re looking for in this essential role. It’s about recognizing the talent in people, relating to diverse stakeholders at all levels of the organization, a willingness to be an independent thinker, partnering with and coaching senior leaders, and communicating both simple and complicated ideas across the organization. This role draws upon a combination of business savvy, emotional intelligence, and talent strategy in equal measure. Legacy Health is a large, nonprofit, integrated health system with seven hospital campuses serving Oregon and Southwest Washington, including a full-service children's hospital and a behavioral health emergency services facility.
Responsibilities
People Strategy Partners (PSPs) are assigned to entity or division executives (senior vice presidents, presidents, or vice presidents) and are responsible to steward and support integrated, innovative and inclusive workforce solutions. They provide business insight and perspective to teams across People & Culture, in service of designing competitive practices, processes and policies that support the organization’s priorities and the needs of a diverse workforce. They are a trusted advisor to their assigned executive(s) on matters relating to workforce engagement, talent planning and deployment of broad and inclusive People & Culture solutions. PSPs are embedded in their assigned entity or division so they can provide an accurate representation of the business needs and imperatives directly to People & Culture leaders and subject matter experts.
- Responsible for customizing the organization’s People & Culture strategy to meet the unique needs of the assigned entity or division. Represents elements of the People & Culture team and priorities within the assigned entity or division.
- Serve as the internal coach and trusted advisor for assigned executives on strategic workforce matters. Supports executives as they deploy People & Culture processes, practices, and policies within their entity.
- Partner with the People & Culture functional areas and leaders to inform and deploy comprehensive and integrated solutions to address business imperatives and priorities.
- Partner with People & Culture leaders and subject matter experts to inform the design of workforce strategies and solutions in service of the organization’s mission, strategic priorities, and diverse workforce.
- Monitor and leverages a variety of workforce data (internal and external) to guide the development and deployment of responsive and innovative workforce solutions.
- Serves on a variety of virtual teams within People & Culture to inform and advance strategies related to, but not limited to, organizational design & growth; DEI; workforce engagement, total rewards, employee experience and talent management.
- Act as extenders of other People & Culture subject matter experts to support team development, change management, engagement, DEI, and talent management solutions
- Partner with the DEI VP and team to support and deploy diversity, equity, and inclusion strategies and initiatives within the assigned entity or division.
- Partner with assigned executive(s) to ensure system level DEI strategies are understood, prioritized, and implemented within the assigned entity or division.
- Partner with Talent Planning Director to apply succession, career, and onboarding solutions with a specific focus on the Executive Leadership (SVP, VP) levels. Serves as the primary onboarding coach for new executives in assigned entity or division
- Partner with Talent Acquisition Director and team to ensure that capabilities and resources are planned for and forecasted (based on succession and talent plans and capability gaps) and that key positions are filled either internally or externally in a timely fashion.
- Partner with OD & Engagement Director and team to support the workforce engagement survey, data interpretation and the deployment of best practices within assigned entity or division.
- Demonstrates high level of emotional and social intelligence, particularly in stressful or high-pressure situations. Advises and facilitates sensitive issues. Knows when to leverage Employee Relations on significant employee and management issues to ensure objective and independent resolution.
QUALIFICATIONS
Experience: Minimum of seven years of diverse and progressively responsible experience as an HR or operational leader and / or with multiple HR functional areas such as organizational development, engagement, leadership development, talent management, talent acquisition, employee relations or total rewards. Proven experience leading or deploying DEI strategies and priorities.
Education/Certification: Bachelor's degree in human resources, business administration, or related field or equivalent applicable experience. Master’s degree preferred. Relevant experience may be substituted for educational requirements. SPHR or SHRM-SCP certification preferred.
Skills:
- Ability to develop and customize a comprehensive People & Culture (HR) strategy for a division, entity, or business unit.
- Ability to use data, analysis and insights to inform strategic priorities and opportunities.
- Proven ability to balance demand from multiple stakeholders and the potential for competing priorities.
- Brings independent judgement and a balanced, trusted relationship to all team encounters.
- Demonstrates and brings a strong business acumen as part of their capability and unique contribution.
- Tact and diplomacy skills to relate to a diverse set of stakeholders including, employees, leaders, executives, vendors/consulting partners, and regulatory agencies.
- Ability to effectively communicate ideas, plans and directions both in writing and verbally.
- Strategic systems thinker who can identify the practical and business implications of implementing a policy or practice.
- Balances innovation with pragmatism.
- Presentation and / or advanced facilitation skills.
- Demonstrated leadership and strategic skills in an integrated HR model.
Pay Range
USD $55.01 - USD $81.97 /Hr.
Our Commitment to Health and Equal Opportunity
Our Legacy is good for health for Our People, Our Patients, Our Communities, Our World. Above all, we will do the right thing. If you are passionate about our mission and believe you can contribute to our team, we encourage you to apply—even if you don't meet every qualification listed. We are committed to fostering an inclusive environment where everyone can grow and succeed. Legacy Health is an equal opportunity employer and prohibits unlawful discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion or creed, citizenship status, sex, sexual orientation, gender identity, pregnancy, age, national origin, disability status, genetic information, veteran status, or any other characteristic protected by law.
INTRODUCTION
As a Legacy Health People Strategy Partner, you will be a trusted advisor and thought partner to the organization’s senior leaders to ensure the organization’s People & Culture strategy works to meet the unique needs of the business. You will be responsible to steward and support integrated, innovative, and inclusive workforce solutions. Your role within the People & Culture division will be to provide business insight and perspective to teams across the division, in service of designing competitive and inclusive practices, processes and policies that support the organization’s priorities and the needs of a high performing diverse workforce. While the responsibilities of the job are to ensure an innovative and sustainable talent strategy comes to life, of equal importance are the qualities we’re looking for in this essential role. It’s about recognizing the talent in people, relating to diverse stakeholders at all levels of the organization, a willingness to be an independent thinker, partnering with and coaching senior leaders, and communicating both simple and complicated ideas across the organization. This role draws upon a combination of business savvy, emotional intelligence, and talent strategy in equal measure. Legacy Health is a large, nonprofit, integrated health system with seven hospital campuses serving Oregon and Southwest Washington, including a full-service children's hospital and a behavioral health emergency services facility.
Responsibilities
People Strategy Partners (PSPs) are assigned to entity or division executives (senior vice presidents, presidents, or vice presidents) and are responsible to steward and support integrated, innovative and inclusive workforce solutions. They provide business insight and perspective to teams across People & Culture, in service of designing competitive practices, processes and policies that support the organization’s priorities and the needs of a diverse workforce. They are a trusted advisor to their assigned executive(s) on matters relating to workforce engagement, talent planning and deployment of broad and inclusive People & Culture solutions. PSPs are embedded in their assigned entity or division so they can provide an accurate representation of the business needs and imperatives directly to People & Culture leaders and subject matter experts.
- Responsible for customizing the organization’s People & Culture strategy to meet the unique needs of the assigned entity or division. Represents elements of the People & Culture team and priorities within the assigned entity or division.
- Serve as the internal coach and trusted advisor for assigned executives on strategic workforce matters. Supports executives as they deploy People & Culture processes, practices, and policies within their entity.
- Partner with the People & Culture functional areas and leaders to inform and deploy comprehensive and integrated solutions to address business imperatives and priorities.
- Partner with People & Culture leaders and subject matter experts to inform the design of workforce strategies and solutions in service of the organization’s mission, strategic priorities, and diverse workforce.
- Monitor and leverages a variety of workforce data (internal and external) to guide the development and deployment of responsive and innovative workforce solutions.
- Serves on a variety of virtual teams within People & Culture to inform and advance strategies related to, but not limited to, organizational design & growth; DEI; workforce engagement, total rewards, employee experience and talent management.
- Act as extenders of other People & Culture subject matter experts to support team development, change management, engagement, DEI, and talent management solutions
- Partner with the DEI VP and team to support and deploy diversity, equity, and inclusion strategies and initiatives within the assigned entity or division.
- Partner with assigned executive(s) to ensure system level DEI strategies are understood, prioritized, and implemented within the assigned entity or division.
- Partner with Talent Planning Director to apply succession, career, and onboarding solutions with a specific focus on the Executive Leadership (SVP, VP) levels. Serves as the primary onboarding coach for new executives in assigned entity or division
- Partner with Talent Acquisition Director and team to ensure that capabilities and resources are planned for and forecasted (based on succession and talent plans and capability gaps) and that key positions are filled either internally or externally in a timely fashion.
- Partner with OD & Engagement Director and team to support the workforce engagement survey, data interpretation and the deployment of best practices within assigned entity or division.
- Demonstrates high level of emotional and social intelligence, particularly in stressful or high-pressure situations. Advises and facilitates sensitive issues. Knows when to leverage Employee Relations on significant employee and management issues to ensure objective and independent resolution.
QUALIFICATIONS
Experience: Minimum of seven years of diverse and progressively responsible experience as an HR or operational leader and / or with multiple HR functional areas such as organizational development, engagement, leadership development, talent management, talent acquisition, employee relations or total rewards. Proven experience leading or deploying DEI strategies and priorities.
Education/Certification: Bachelor's degree in human resources, business administration, or related field or equivalent applicable experience. Master’s degree preferred. Relevant experience may be substituted for educational requirements. SPHR or SHRM-SCP certification preferred.
Skills:
- Ability to develop and customize a comprehensive People & Culture (HR) strategy for a division, entity, or business unit.
- Ability to use data, analysis and insights to inform strategic priorities and opportunities.
- Proven ability to balance demand from multiple stakeholders and the potential for competing priorities.
- Brings independent judgement and a balanced, trusted relationship to all team encounters.
- Demonstrates and brings a strong business acumen as part of their capability and unique contribution.
- Tact and diplomacy skills to relate to a diverse set of stakeholders including, employees, leaders, executives, vendors/consulting partners, and regulatory agencies.
- Ability to effectively communicate ideas, plans and directions both in writing and verbally.
- Strategic systems thinker who can identify the practical and business implications of implementing a policy or practice.
- Balances innovation with pragmatism.
- Presentation and / or advanced facilitation skills.
- Demonstrated leadership and strategic skills in an integrated HR model.
Pay Range
USD $55.01 - USD $81.97 /Hr.
Our Commitment to Health and Equal Opportunity
Our Legacy is good for health for Our People, Our Patients, Our Communities, Our World. Above all, we will do the right thing. If you are passionate about our mission and believe you can contribute to our team, we encourage you to apply—even if you don't meet every qualification listed. We are committed to fostering an inclusive environment where everyone can grow and succeed. Legacy Health is an equal opportunity employer and prohibits unlawful discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion or creed, citizenship status, sex, sexual orientation, gender identity, pregnancy, age, national origin, disability status, genetic information, veteran status, or any other characteristic protected by law.
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Senior Level Regional Human Resources Business Partner Jobs: Frequently Asked Questions
How do I get a senior level regional human resources business partner job?
Candidates who land these roles typically demonstrate ownership of complex, multi-state HR programs rather than supporting someone else's work. Employers look for experience leading workforce planning, partnering directly with senior business leaders, and driving measurable outcomes in areas like retention, organizational effectiveness, or change management. A history of influencing decisions at the executive level and mentoring junior HR professionals strengthens a candidacy considerably.
Which companies hire senior level regional human resources business partners?
Companies hiring senior level regional human resources business partners right now include INFICON, LPL Financial, and Legacy Health, based on current listings on Migrate Mate as of November 2026. Hiring at this level tends to concentrate among large multi-site employers, healthcare systems, financial services firms, and enterprise-scale manufacturers that need experienced HR leadership operating across broad geographic footprints.
Are there remote senior level regional human resources business partner jobs?
Yes, though the role's regional accountability means many positions require at least some on-site presence across covered locations. About 50% of senior level regional human resources business partner openings are remote or hybrid as of November 2026, reflecting employer flexibility for candidates who can travel to business units as needed while handling strategy and stakeholder work off-site.
What makes a regional human resources business partner role senior level?
Senior level regional human resources business partner roles are defined by scope, independence, and leadership. At this stage, the expectation shifts from executing HR programs to designing them, owning workforce strategy across a multi-site region, and advising VP- or C-suite-level business leaders. Senior incumbents also typically guide or mentor less experienced HR partners and drive enterprise-wide initiatives like succession planning, organizational design, or labor relations strategy.
Which industries hire the most senior level regional human resources business partners?
Senior Level regional human resources business partner roles concentrate in Energy, Manufacturing, and Technology & Software, based on current listings on Migrate Mate as of November 2026. These sectors tend to operate at scale across multiple locations and require experienced HR leadership that can align people strategy with regional business goals, manage complex employee relations, and partner closely with distributed operational leadership teams.