Human Resources Business Partner (People Strategy) Hybrid-Remote

Legacy Health

Human Resources Business Partner (People Strategy) Hybrid-Remote

Equal Opportunity Employer/Vet/Disabled


Job ID: 23-32297
Type: Regular Full-Time
System Office 1919 Building


This is a hybrid role that is highly consultative and requires regular meetings at a variety of Legacy locations across the Portland Metro area (including Vancouver, WA and Silverton, OR). On days that onsite activity is not required, individuals in this role may work from remotely.


All new hires are required to come to a designated Legacy Health office location in Portland, Oregon prior to their start date for a new hire health assessment and to complete new employee orientation.


Making life better for people. Bringing good health to all. These are a few of the beliefs that form the foundation of our mission at Legacy Health. When you’re one of the largest employers and health care providers in the Portland and Southwest Washington areas, that mission should inform everything you do. That’s why people trust us with their lives and livelihoods. That also means the people who work at Legacy embrace this common mission and purpose. Our work is a job, yes, but it’s more than a job, too. As a people strategy partner, you work within the nerve center of conducting this mission. You’ll work closely with senior leaders to support our talent across the organization, so they in turn, can support our communities with good health.


As a Legacy Health People Strategy Partner, you will be a trusted advisor and thought partner to the organization’s senior leaders and executives 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 executives, 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.


Another important thing about Legacy: We strive to be a diverse, culturally responsive, anti-racist organization. Diversity, equity and inclusion is a priority at Legacy — it shapes how we work, interact with one another and see the world. This is a commitment you must share too. If you want to make a real difference in the lives of people, communities and our beloved Pacific Northwest region, please take a look – we invite you to apply and consider joining our team, our organization and our mission.


As the largest nonprofit health system serving the Portland-Southwest Washington areas and the mid-Willamette Valley, Legacy Health provides a range of services – we have six hospitals, one of which includes a center solely dedicated to children’s care, Randall Children’s Hospital at Legacy Emanuel. We run more than 70 primary care, specialty and urgent care clinics, employ nearly 3,000 doctors and providers and more than 13,000 employees. We also operate labs and research center. Our major partnerships include those with PacificSource Health Plans and the Unity Center for Behavioral Health, a one-of-a-kind center for people facing a mental health crisis that is collaboratively operated between four regional health systems and numerous community partners.



  • 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.


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.



Follows guidelines set forth in Legacy’s Values in Action.

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