Position Overview

Health Monitor Network is building a best-in-class People function to support a growing, PE-backed healthcare media company at an exciting inflection point. We are looking for a Senior HR Business Partner who brings the experience, judgment, and versatility to operate as a true strategic partner to the business while also rolling up their sleeves to strengthen the HR foundation beneath it.

Reporting to the EVP, CHRO, this role is a cornerstone of the People Team. The Senior HRBP will partner closely with senior leaders across the organization, serving as a trusted advisor on talent, organizational effectiveness, and people development. At the same time, they will bring meaningful depth in HR operations, compliance, and systems — enabling them to contribute to the build-out of scalable people infrastructure as HMN continues to grow, both organically and through acquisition.

This is a role for someone who is equally comfortable in a strategic conversation with an executive and in the details of getting HR done right. The ideal candidate has been here before — they know what good HR looks like, they’ve helped build it, and they’re energized by the opportunity to do it again in a dynamic, high-growth environment.

What You’ll Do

HR Business Partnership

Partner with assigned senior leaders and their teams as a trusted, proactive HR advisor across all aspects of the employee lifecycle
Provide coaching and counsel to people managers on performance management, employee development, team dynamics, and organizational effectiveness
Support workforce planning and organizational design efforts, helping leaders build the right structures and capabilities for scale
Manage employee relations matters with sound judgment, appropriate urgency, and careful documentation — balancing legal risk awareness with a fair, human approach
Serve as a credible voice of the employee experience to senior leadership, surfacing themes, risks, and opportunities

HR Infrastructure & Compliance

Contribute to the development and implementation of core HR policies, programs, and processes that are practical, compliant, and built to last
Support HR compliance efforts, including policy reviews, audit readiness, and remediation of gaps across federal, state, and local employment law requirements
Participate in HRIS evaluation and implementation initiatives, bringing a practitioner’s perspective to system design, data integrity, and process workflow
Help establish consistent, scalable HR practices across the organization that reduce risk and improve the employee experience

Learning, Development & Manager Effectiveness

Design and facilitate learning and development programs for people managers and individual contributors, with a focus on practical skill-building and measurable impact
Build and deliver manager effectiveness resources including toolkits, coaching frameworks, and communication guides that equip leaders to lead well
Support the design and execution of a company-wide performance management cadence, including goal setting, ongoing feedback, and year-end calibration
Identify development needs across the organization and recommend targeted interventions that build bench strength over time

Integration & Change Management

Support people-side workstreams for post-acquisition integration, including role mapping, cultural assessment, compensation harmonization, and employee experience
Serve as an effective change management partner to leaders and teams navigating organizational transitions, helping to communicate clearly and maintain engagement
Contribute to the development of repeatable frameworks and playbooks that enable HMN to integrate future acquisitions with speed and consistency

Total Rewards & Talent

Partner with the CHRO on compensation benchmarking, job architecture, and total rewards programs that keep HMN competitive for the talent it needs
Support offer development and compensation decisions for new hires and internal moves, ensuring internal equity and market alignment
Collaborate with Talent Acquisition on critical searches, providing HRBP perspective on candidate assessment, offer strategy, and onboarding

What You Bring

Required

8–12 years of progressive HR experience, with meaningful time in a Senior HRBP or senior generalist role supporting a multi-functional business population
Proven ability to build trusted relationships with senior leaders and serve as a strategic thought partner, not just a transactional HR resource
Strong employee relations expertise and the judgment to navigate complex, sensitive situations with confidence, discretion, and appropriate legal awareness
Demonstrated experience in HR policy development, compliance, and building or strengthening HR infrastructure in a growing or evolving organization
Hands-on experience designing and delivering management development and learning programs with measurable outcomes
Solid understanding of compensation principles and experience supporting total rewards programs and offer development
Experience supporting or leading change management efforts in an environment undergoing significant organizational transition
Strong written and verbal communication skills, with the ability to flex between executive-level advisory conversations and frontline manager support
A self-starter orientation — someone who identifies what needs to be done, takes ownership, and follows through without needing a detailed roadmap

Preferred

Experience in a PE-backed company, with familiarity with the pace and discipline of a value creation environment
Exposure to M&A integration from the HR perspective, including cultural assessment, role harmonization, and Day 1–100 employee experience
Experience with HRIS implementation or platform transitions
SHRM-SCP, SPHR, or equivalent HR certification
Background in media, healthcare, digital health, or professional services

Physical Demands

We are committed to providing equal employment opportunities to all employees and applicants, including individuals with disabilities. If you require reasonable accommodation during the application or interview process, please let us know. While performing the duties of this job, the employee is frequently required to sit; use hands to handle or feel objects, tools, or controls; talk and hear. The employee regularly walks and reaches with hands and arms. Employees frequently use computer keyboards and view computer monitors. The employee must regularly lift and/or move a laptop computer.

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