HR Business Partner
Pay Range: $100,000-120,000, plus annual bonus
Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, certifications obtained. Market and organizational factors are also considered. Successful candidates may be eligible to receive annual performance bonus compensation.
Benefits Information
We are proud to offer best-in-class benefits and programs to support employees and their families in living healthy, happy lives. Our pay and benefit plans have been designed to promote employee health in all respects – physical, financial, and developmental. Depending on whether it is a part-time or full-time position, some of the benefits offered may include:
Day 1 Medical, supplemental health, dental & vision for FT employees who work 30+ hours
Best-in-class well-being programs
Annual, no-cost health assessment program Blueprint for Wellness®
healthyMINDS mental health program
Vacation and Health/Flex Time
6 Holidays plus 1 "MyDay" off
FinFit financial coaching and services
401(k) pre-tax and/or Roth IRA with company match up to 5% after 12 months of service
Employee stock purchase plan
Life and disability insurance, plus buy-up option
Flexible Spending Accounts
Annual incentive plans
Matching gifts program
Education assistance through MyQuest for Education
Career advancement opportunities and so much more!
At Quest Diagnostics, the Human Resources Business Partner (HRBP) is a trusted advisor who translates business strategy into actionable talent and organizational plans. We are currently seeking an HRBP to provide consultative support and leadership specifically within our Revenue Cycle Management (RCM) organization.
In this role, you will assist mid-to-senior level RCM leaders in optimizing team performance, streamlining operations, and building a high-performing work culture. You will act as a key liaison between the RCM business unit and our HR Centers of Excellence (CoE) and HR Service Center to ensure optimal HR collaboration. This role requires a strategic thinker who is ready to tackle high-volume front-line staffing challenges and drive employee engagement.
This position is hybrid and will require 3 days on site at Quest's HQ located in Secaucus, NJ.
Strategic Business Partnership
- Build strong, credible relationships with mid-level RCM leaders and front-line managers, serving as a coach and consultative partner.
- Develop a solid understanding of current RCM operational trends, including specific billing and denial workflows (e.g., BDA/BDE terminology and processes), to effectively anticipate the HR needs of the department.
- Assist in translating the RCM business plan into actionable talent and organizational plans to build operational capability.
Talent Acquisition & Retention Strategy
- Partner with talent acquisition and RCM leadership to optimize backfill requisition processes, ensuring front-line revenue cycle positions are staffed efficiently.
- Assist in the development and execution of robust hiring and retention strategies specifically designed to reduce turnover and engage front-line RCM teams.
- Analyze turnover data and conduct stay/exit interviews to recommend actionable solutions to leadership.
Transformational Change & Operational Excellence
- Provide guidance and consulting support for transformational change efforts within the billing and collections teams.
- Liaise with the HR Service Center and Centers of Excellence to ensure the RCM business unit receives value-added HR programs aligned with their specific strategic goals.
- Drive toward an optimal culture that prioritizes productivity, quality, service, and employee success.
Education: Bachelor’s degree in Human Resources, Business Administration, Organization Development, or a related field.
Experience: 4 years of progressive experience in Human Resources, ideally with exposure to HRBP or generalist responsibilities.
Industry Knowledge: Experience supporting a Revenue Cycle Management (RCM), healthcare billing, or high-volume operational/front-line organization.
Skills:
Demonstrated ability to build relationships and influence front-line to mid-level leadership.
Experience implementing retention and talent acquisition strategies for high-turnover roles.
Strong analytical skills with the ability to leverage HR metrics (turnover, engagement scores) to drive decision-making.
Excellent communication skills, with the ability to confidently present ideas and strategies to leadership.
Solid understanding of organizational design, career pathing, and employee engagement best practices.