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Part Time Remote Hr Business Partner Jobs (NOW HIRING)

Omada Health

Director, HR Business Partner

The Director, HR Business Partner serves as a trusted advisor, strategic partner, and organization ... Remote first work from home culture * Flexible Time Off to help you rest, recharge, and connect ...

Qualysoft

Als HR Business Partner:in DACH & Assistant to CEO (m/w/d) ubernimmst du eine Schlusselrolle in einem international agierenden Unternehmen und unterstutzt die Weiterentwicklung der HR-Abteilung in ...

Kitchen in the Desert

Be Seen First

Human Resources Coordinator

Twentynine Palms, CA · Remote

$40K - $45K/yr

The Remote HR Coordinator supports restaurant operations by handling hiring, employee records, on boarding, and general HR administration from a remote location. Duties and Responsibilities * Post ...

New

Kitchen in the Desert

Be Seen First

Human Resources Coordinator

Twentynine Palms, CA · Remote

$40K - $45K/yr

The Remote HR Coordinator supports restaurant operations by handling hiring, employee records, on boarding, and general HR administration from a remote location. Duties and Responsibilities * Post ...

New

EAC INC

Recruitment Intern (Remote)

Garden City, NY · On-site +1

$15.50 - $20.50/hr

... a Part Time, Remote Based, Recruitment Intern. Are you interested in the Human Resources ... Human Resources, Business Administration, Psychology, Public Administration, or related field

Flex HR

Human Resources Intern

$20/hr

Remote out of Chicago, IL and/or Atlanta GA Status: Non-Exempt About Flex HR : Flex HR is a fast ... Commit to continuous learning in business, HR, and operational best practices. * Approach ...

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Part Time Remote Hr Business Partner information

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$43.5K

$90.5K

$140.5K

How much do part time remote hr business partner jobs pay per year?

As of Jun 15, 2026, the average yearly pay for part time remote hr business partner in the United States is $90,492.00, according to ZipRecruiter salary data. Most workers in this role earn between $72,000.00 and $102,500.00 per year, depending on experience, location, and employer.

What is a Part Time Remote HR Business Partner?

A Part Time Remote HR Business Partner is a human resources professional who works remotely, often from home, on a part-time basis to support an organization's HR functions. Their role typically involves advising management on HR policies, handling employee relations, and helping drive organizational change. They collaborate with leadership to develop strategies for recruiting, retaining, and developing employees, while ensuring compliance with labor laws. Because the position is remote and part-time, it offers flexibility for both the employer and the employee.

How does a part-time remote HR Business Partner effectively build relationships with managers and employees across different locations?

As a part-time remote HR Business Partner, building strong relationships requires proactive communication and the use of digital collaboration tools. You'll often schedule regular video calls, virtual office hours, and participate in team meetings to stay connected and accessible. Establishing trust remotely involves being responsive, offering clear guidance, and actively seeking feedback from both managers and employees. Leveraging technology helps bridge the distance, but developing rapport also depends on being approachable and consistent in your support across various teams.

What are the key skills and qualifications needed to thrive as a Part Time Remote HR Business Partner, and why are they important?

To thrive as a Part Time Remote HR Business Partner, you need a solid background in human resources management, business acumen, and a degree in HR or a related field, often supplemented by relevant HR certifications. Familiarity with HR information systems (HRIS), cloud-based collaboration tools, and compliance platforms is typically required. Outstanding soft skills include strong communication, problem-solving, and the ability to build relationships remotely. These competencies ensure effective HR support, strategic alignment with business goals, and seamless collaboration in a virtual work environment.

What is the difference between Part Time Remote HR Business Partner vs HR Generalist?

AspectPart Time Remote HR Business PartnerHR Generalist
CredentialsHR certifications (e.g., SHRM-CP, PHR), relevant experienceHR certifications often preferred, similar experience levels
Work EnvironmentRemote, collaborative with leadership teamsTypically in-office or hybrid, supporting day-to-day HR functions
Employer & Industry UsageUsed in various industries, focusing on strategic partnershipCommon across industries, handling operational HR tasks
Search & Comparison IntentFocuses on strategic HR support in a remote settingOperational HR duties, more generalist role

The Part Time Remote HR Business Partner primarily provides strategic HR support remotely, working closely with leadership. In contrast, an HR Generalist handles day-to-day HR functions, often in-office. Both roles require HR certifications and experience, but their focus and work environment differ significantly.

More about Part Time Remote Hr Business Partner jobs
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Part Time Remote Hr Business Partner jobs near you
Director, HR Business Partner

Director, HR Business Partner

Omada Health

Remote

Part-time

Medical, Dental, Vision, Retirement

Posted 5 days ago

Job description

Omada Health is on a mission to bend the curve of chronic disease.
This position will work PT hours
Job overview:
Omada Health is a mission-driven virtual healthcare company that combines clinical expertise, technology, and human-centered care to improve outcomes at scale. The Director, HR Business Partner serves as a trusted advisor, strategic partner, and organization architect to executive, senior, and frontline leaders, within Commercial, Corporate Strategy & Ops, and Finance aligning people strategy with business priorities and helping the organization build high-performing, healthy, and adaptable teams.
This role requires deep expertise across organizational design, talent strategy, leadership coaching, change leadership, strong business acumen, and executive presence. It also requires AI fluency as a baseline capability, including hands-on experience using AI tools to improve the speed, quality, and efficiency of HRBP work such as synthesizing data, developing first drafts, preparing leadership materials, identifying patterns, and supporting scenario planning, while applying sound judgment, confidentiality, and appropriate human oversight.
The HR Business Partner contributes at both strategic and hands-on levels. This leader helps ensure the company does not treat AI or other business transformation efforts as simple tool rollouts, but instead approaches them as organization, workforce, and capability shifts that require deliberate work redesign, thoughtful change leadership, and coordinated action across the People & Culture team.
Your impact
  • Serve as a strategic HR partner to business leaders within Commercial, Corporate Strategy & Ops, and Finance, building trust and shaping people strategies that enable business performance, growth, and organizational health.
  • Act as an organization architect, not only an advisor, by leading and partnering on role clarity, team design, spans and layers, decision-rights clarity, and operating model evolution to improve agility and execution.
  • Lead strategic and operational workforce planning and capability planning, translating business strategy and transformation priorities into implications for future skills, critical roles, talent risks, and redeployment or reskilling needs.
  • Guide leaders through AI-related workforce change, including redesigning roles, workflows, and team structures to support effective human and AI collaboration.
  • Apply sound judgment to AI-enabled people decisions by helping leaders assess risks, bias, governance considerations, manager impact, and employee experience implications.
  • Use people data, workforce insights, and business context to influence leadership decisions and recommend practical actions that improve organizational and talent outcomes.
  • Lead and partner on change navigation efforts tied to growth, restructuring, new operating models, technology adoption, and process improvement.
  • Coach leaders and managers on leadership effectiveness, team performance, talent decisions, organizational dynamics, and readiness for change.
  • Use AI tools and automation thoughtfully to streamline HRBP workflows (for example, drafting communications, analyzing people data, preparing leadership materials, and scenario modeling) so more capacity is available for high-judgment, strategic work.
  • Partner with leaders to assess talent, strengthen succession pipelines, and accelerate development for critical capabilities and leadership roles.
  • Collaborate with People & Culture centers of excellence to deliver integrated solutions across talent acquisition, total rewards, performance management, learning, and employee relations, ensuring workforce implications are translated into coordinated action.
  • In partnership with Employee Relations, provide guidance on complex people issues, balancing risk management, employee experience, compliance, and organizational effectiveness.
  • Help establish a disciplined approach to measuring the impact of P&C strategies, including progress on organizational effectiveness, talent health, capability readiness, and adoption of new ways of working.

You will be successful in this role if you have
  • 10+ years HR business partnering experience, including meaningful experience supporting leaders in fast-changing environments.
  • Experience supporting Commercial, Sales, Marketing and Finance teams is a plus
  • Demonstrated success influencing leaders and translating business strategy into people, organization, and talent priorities.
  • Deep expertise in organizational design/development, leadership coaching, change management, talent strategy, and organizational effectiveness.
  • Strong AI fluency, including the ability to diagnose how AI changes work, jobs, skills, workflows, and team design; guide leaders on when work should be automated, redesigned, redeployed, or remain human-led; and identify where human judgment, oversight, or new roles are required.
  • Strong strategic workforce planning capability, including the ability to translate future capability questions into practical sequencing, talent, resourcing, and organization design implications.
  • Strong analytical mindset and comfort using people data, business data, and AI-enabled insights to inform recommendations.
  • Demonstrated experience using AI tools in day-to-day HR or business partnering work to increase efficiency, quality, or insight (for example, leveraging generative AI for analysis, drafting, or scenario exploration, while exercising strong judgment on when and how to use it).
  • Excellent communication, facilitation, and stakeholder management skills, with the ability to challenge assumptions constructively and build alignment across diverse leaders.
  • High judgment, especially in ambiguous and fast-moving environments, along with a practical, collaborative, and action-oriented approach.
  • A systems-thinking orientation that connects workflow design, manager experience, capability building, employee experience, and people-system implications.
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent relevant experience.
  • Ability to work during core business hours (8:00am PST to 5:00 PST) and flex after hours depending on business needs; travel up to 25 - 30% domestically and seasonally as needed.

You will love this job if you are
  • A strategic thinker who can connect business priorities, talent strategy, organization design, and technology-enabled change.
  • Comfortable working through ambiguity and helping leaders make high-quality decisions in evolving environments.
  • Passionate about modernizing the HRBP role from reactive support toward proactive, insight-led, and transformation-oriented partnership.
  • Skilled at balancing empathy, judgment, and action in a way that strengthens both business results and employee experience.
  • Energized by helping leaders and teams adapt, grow, and perform in a company shaped by innovation, care delivery, and rapid change.

Benefits:
  • Competitive salary with generous annual cash bonus
  • Equity grants
  • Remote first work from home culture
  • Flexible Time Off to help you rest, recharge, and connect with loved ones
  • Generous parental leave
  • Health, dental, and vision insurance (and above market employer contributions)
  • 401k retirement savings plan
  • Lifestyle Spending Account (LSA)
  • Mental Health Support Solutions
  • ...and more!

It takes a village to change health care. As we build together toward our mission, we strive to embody the following values in our day-to-day work. We hope these hold meaning for you as well as you consider Omada!
  • Cultivate Trust. We listen closely and we operate with kindness. We provide respectful and candid feedback to each other.
  • Seek Context. We ask to understand and we build connections. We do our research up front to move faster down the road.
  • Act Boldly. We innovate daily to solve problems, improve processes, and find new opportunities for our members and customers.
  • Deliver Results. We reward impact above output. We set a high bar, we're not afraid to fail, and we take pride in our work.
  • Succeed Together. We prioritize Omada's progress above team or individual. We have fun as we get stuff done, and we celebrate together.
  • Remember Why We're Here. We push through the challenges of changing health care because we know the destination is worth it.

About Omada Health: Omada Health (Nasdaq: OMDA) is reverse engineering the way healthcare is delivered in America, putting the space between doctor visits-where health is won or lost-at the center of care. Today's healthcare system poorly serves chronic conditions that require ongoing support outside of the exam room, like obesity, diabetes, hypertension, cholesterol, and musculoskeletal conditions. Omada's virtual-first model combines human-led care teams, connected devices, and AI-enabled technology to deliver personalized care at scale, including support for GLP-1 therapy. Omada has served more than two million members since launch across 2,000+ employers, health plans, pharmacy benefit managers, and health systems. Learn more at omadahealth.com.
Omada is thrilled to share that we've been certified as a Great Place to Work! Please click here for more information.
We carefully hire the best talent we can find, which means actively seeking diversity of beliefs, backgrounds, education, and ways of thinking. We strive to build an inclusive culture where differences are celebrated and leveraged to inform better design and business decisions. Omada is proud to be an equal opportunity workplace and affirmative action employer. We are committed to equal opportunity regardless of race, color, religion, sex, gender identity, national origin, ancestry, citizenship, age, physical or mental disability, legally protected medical condition, family care status, military or veteran status, marital status, domestic partner status, sexual orientation, or any other basis protected by local, state, or federal laws.
Below is a summary of salary ranges for this role in the following geographies:
California, New York State and Washington State Base Compensation Ranges: $191,120 - $242,650*, Colorado Base Compensation Ranges: $185,680 - $232,100*. Other states may vary.
This role is also eligible for participation in annual cash bonus and equity grants.
*The actual offer, including the compensation package, is determined based on multiple factors, such as the candidate's skills and experience, and other business considerations.
Please click here for more information on our Candidate Privacy Notice.

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