Human Resources Business Partner
Orthodontic Partners' Service Center
710 Kenmoor Ave SE, Suite 105, Grand Rapids, Michigan
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Orthodontic Partners is a national Orthodontic Support Organization which acquires orthodontic practices and provides partner doctors with a full range of administrative, marketing, HR, financial support services. This enables partner doctors to maintain their clinical autonomy as well as the identity of their practice, while freeing them to focus on high quality and highly efficient patient care. Founded by Dr. Jamie Reynolds and Dr Jeff Kozlowski, two clinical experts in orthodontic efficiency, and led by Chip Hurlburt an experienced CEO, the organization is backed by FFL Partners, a long-standing healthcare investor. The founding doctors are also entrepreneurs. Both co-founded OrthoFi, a company that provides proprietary software and services to help make orthodontics more affordable. Orthodontic Partners seeks to revolutionize Orthodontics industry by making orthodontic care more convenient, affordable, faster and easier for patients.

Summary of Position:

The HR Business Partner is a key liaison between the Business and our People. This position will help develop and support our talent strategy and advise on things People related: performance management, talent development, engagement, coaching, employee relations and organizational design. Using qualitative and quantitative data, the HR Business Partner will identify trends and inform innovative ways to build programs to support our People. The role acts as a coach and partner to all individuals in the business, ensuring that we create and maintain a great place to work.

Essential Job Functions:

  • Provide strategic support through key partnerships to ensure that initiatives and HR programs and processes are consistently and effectively implemented across the assigned business groups.
  • Lead the assigned practices and leadership teams through all People processes including talent development, performance management, employee relations, change management, organizational design, etc.
  • Craft and implement creative and progressive talent strategies tailored to the client groups, addressing retention, engagement, and development needs.
  • Analyze trends, qualitative and quantitative data to develop solutions, programs, and policies.
  • Provide day-to-day performance management guidance to leadership (e.g., coaching, counseling, career development, disciplinary actions).
  • Work closely with management and team members to improve work relationships, build morale, and increase productivity and retention.
  • Provide HR policy guidance and interpretation.
  • Create and communicate presentations to the business and the HR Team that enable learning, drive the progress of the organization, and deliver on our strategy.
  • Collaborate with colleagues across the HR department and other functions to develop policies, programs, and solutions.
  • Leverage qualitative and quantitative data to inform key business and talent decisions.
  • Continually evaluate policies, procedures, and processes for opportunities of improvement and suggest new strategies.
  • Maintain an in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.

Knowledge, Skills and Abilities

  • Knowledge of multiple facets of HR: talent acquisition, learning & development, total rewards, engagement, employee relations, organizational design, performance management.
  • Exceptional written and verbal communication skills.
  • Demonstrated knowledge in change management methodologies.
  • Demonstrated ability to evaluate qualitative and quantitative data to uncover root cause(s) and propose solutions.
  • Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies to a variety of people-related situations.
  • Strong project management skills.
  • Ability to manage multiple/competing priorities.
  • Compassion and high level of integrity.
  • Ability to handle confidential information and adhere to confidentiality compliance.

Education and Experience

  • Bachelor’s degree in related field required.
  • At least 2 years of experience serving in a strategic HR Business Partner capacity required.
  • At least 7 years (total) experience required in multiple facets of HR: talent acquisition, learning & development, total rewards, engagement, employee relations, organizational design, performance management.
  • At least 2 years of experience required driving key people programs and processes (i.e., performance management cycles, employee relations/conflict resolution, leadership training, organizational design).

Orthodontic Partners is an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status.

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