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Strategic Partner, HR Strategy - Finger Lakes Hospitals



At Rochester Regional Health, we are dedicated to getting health care right. Our robust benefits and total rewards foster employee wellbeing, professional development and personal growth. We care for your career while caring for the community.

  • Pension Plan
  • Retirement Plan
  • Comprehensive Benefits Package
  • Tuition Reimbursement
  • Benefits Effective Date of Hire
  • Same Day Pay through Daily Pay


The Strategic Partner is responsible for understanding, developing, and implementing HR strategies to deliver value-added service to leadership and team members that reflect the business objectives. The Strategic Partner will help in the implementation, governance and application of HR processes, systems, policies, and programs. The HR Strategic Partner is expected to maintain an effective level of business literacy about the business operational imperatives, culture, and competition. This role will align HR and business acumen and competencies to utilize data analytics to anticipate human capital needs of the business unit. This role will partner in the organization and development of workforce solutions that drive results and goal achievement. Must have the ability to communicate effectively with all levels of the organization and establish partnerships with the HR Centers of Expertise to drive engagement, attraction, and retention activities. The HR Strategic Partner may include international human resource responsibilities.

STATUS: Full-Time

LOCATION: Riedman Campus

DEPARTMENT: Human Resources

SCHEDULE: Monday - Friday; Days


  • Bachelor’s degree required. Bachelor’s degree in management, finance or Human Resources preferred.

  • 2 years of appropriate business experience or a position demonstrating the knowledge and experience of key responsibilities preferred.

  • Ability to manipulate and visualize data

  • Ability to translate strategy into action

  • Advanced Excel and PowerPoint skills

  • Effective relationship building skills


  • Strategy. Provide strategic and tactical direction to aligned client group on HR and business-related issues that optimize business performance. Advise leadership on performance management and development goals for team members. Provide strategy advice and guidance to business leaders in the planning and leading of change processes to support business needs such as operational or business unit restructures, workforce planning and succession planning.

  • Partnership. Understand the business, internal and external challenges, system strategy and goals to develop appropriate and outcome focused HR strategies that support the business. Partner with business leaders and utilizes organizational data (engagement surveys, exit interview, 90-day surveys, turnover reports), and other data sources to proactively identify and respond to talent, engagement, and retention challenges in the business. Work closely with leaders and team members to assist in the improvement of team member engagement, build morale, and increase productivity and retention. Provide guidance and interpretation and navigation of HR policies to leader and team members. Partner with the COE’s to implement solutions that address identified business unit human resource needs critical to accomplishing goals.

  • Execution & Success. Responsible for the implementation and execution of system level HR initiatives in the assigned business (engagement surveys, annual performance process, compensation adjustments, HRIS). Monitors and measures outcomes of implemented strategies. Considers talent needs of the business unit and develops strategies to attract, recruit and develop future leaders. Partners with the COE’s and Talent Acquisition Consultants in implementing talent strategies that will result in building a diverse leadership. Utilizes data and insights to analyze and visualize trends and metrics to develop solutions, programs, and policies to drive decision making and proactively solve for trends. Participates in evaluation and monitoring of success of training/development programs. Follows-up to ensure training/development objectives are met.

PHYSICAL REQUIREMENTS: S - Sedentary Work - Exerting up to 10 pounds of force occasionally Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

PAY RANGE: $75,000.00 - $105,000.00

The listed base pay range is a good faith representation of current potential base pay for successful applicants. It may be modified in the future. Pay is determined by factors including experience, relevant qualifications, specialty, internal equity, location, and contracts.

Rochester Regional Health is an Equal Opportunity / Affirmative Action Employer. Minority/Female/Disability/Veteran
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