Senior Strategic Human Resource Business Partner

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Lakeshore Talent is in search of a Senior Strategic HR Business Partner to support a complex, multi-site healthcare organization on a contract basis. This role begins as a 6-week assignment with the potential to extend longer. The ideal candidate brings deep strategic HR experience and is comfortable partnering with executive leadership across multiple centers.

Position: Senior Strategic HRBP

Type: Contract
Length: 6 weeks or longer
Pay Rate: $60.00 – $65.00 per hour
Location: Southern California
Schedule: Hybrid/Remote

Position Overview

The Senior Strategic Human Resources Business Partner (HRBP) will serve as a key advisor to senior leadership, aligning people strategies with organizational goals across a multi-site healthcare environment. This position is focused heavily on strategic planning, workforce design, leadership development, culture-building, and organizational effectiveness rather than traditional employee relations work.

The HRBP will use data, analytics, and proactive consulting to drive talent initiatives and support a high-performance culture across all centers.

Required Experience & Qualifications

• 8+ years of progressive HR experience; 5+ years specifically in a strategic HRBP capacity.

• Extensive experience within a large, complex healthcare organization.

• Strong track record in workforce planning, organizational design, and leadership development.

• Proven ability to influence senior leaders and drive strategy.

• Proficiency in HRIS systems and data analytics tools.

• Exceptional communication, facilitation, coaching, and relationship-building skills.

• Bachelor’s degree in HR, Business, or related field, or equivalent relevant experience.

• Preferred: SPHR, SHRM-SCP, or similar HR certification.

Key Responsibilities

Strategic Workforce Planning & Organizational Design (15%)

• Partner with leadership to develop long-term workforce and talent plans.

• Lead organizational design initiatives to support scalability and clarity.

• Analyze workforce data to identify capability gaps and talent needs.

• Coordinate with Finance and Operations on headcount forecasts.

• Support organizational transformation and change management efforts.

• Facilitate strategic talent reviews and succession planning.

Talent Strategy & Leadership Development (35%)

• Champion a coaching-forward leadership culture.

• Advise leaders on team effectiveness, performance, and talent development.

• Lead initiatives around succession planning, leadership coaching, and high-potential development.

• Collaborate with HR Centers of Excellence on talent and development strategies.

• Use data to diagnose organizational challenges and recommend solutions.

• Drive communication, education, and change management for HR programs.

HR Analytics, Culture & Business Alignment (25%)

• Strengthen leadership capabilities aligned to organizational values and growth.

• Partner with leaders to advance cultural initiatives.

• Advise on large-scale change efforts and organizational development projects.

• Support DEI efforts and embed inclusive practices into all talent strategies.

• Drive engagement and high-performance culture-building initiatives.

Stakeholder Engagement & Continuous Improvement (25%)

• Build trusted partnerships with business leaders and HR colleagues.

• Participate in strategic planning meetings and business reviews.

• Identify opportunities to improve HR processes and the employee experience.

• Monitor HR KPIs and use analytics to inform strategy.

• Collaborate with Centers of Excellence to ensure seamless HR program delivery.

• Lead or support cross-functional projects aligned with business objectives.

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