ZipRecruiter

Log In

1

Silent Partner Jobs (NOW HIRING)

Springfield Clinic

HR Business Partner

Springfield, IL · On-site

$74K - $111K/yr

Ensure silent running of HR operational activities, coach team leaders and individual contributors ... Partners with leaders to ensure successful onboarding of new hires. Identify turnover, trends, and ...

Springfield Clinic

HR Business Partner

Springfield, IL · On-site

Ensure silent running of HR operational activities, coach team leaders and individual contributors ... Partners with leaders to ensure successful onboarding of new hires. Identify turnover, trends, and ...

Ideagen

Revenue Operations Partner

Fort Lauderdale, FL · On-site

Partner with Sales and Revenue leaders to provide operational support and strategic insights that ... So, when you think of Ideagen, think of it as the silent teammate that's always working behind the ...

Ideagen

Revenue Operations Partner

Fort Lauderdale, FL · On-site

$85 - $120/hr

Partner with Sales and Revenue leaders to provide operational support and strategic insights that ... So, when you think of Ideagen, think of it as the silent teammate that's always working behind the ...

Ideagen

Revenue Operations Partner

Fort Lauderdale, FL · Hybrid

Partner with Sales and Revenue leaders to provide operational support and strategic insights that ... So, when you think of Ideagen, think of it as the silent teammate that's always working behind the ...

Ideagen

Revenue Operations Partner

Fort Lauderdale, FL · Hybrid

Partner with Sales and Revenue leaders to provide operational support and strategic insights that ... So, when you think of Ideagen, think of it as the silent teammate that's always working behind the ...

Ideagen-

Revenue Operations Partner

Fort Lauderdale, FL · On-site

$90 - $120/hr

Partner with Sales and Revenue leaders to provide operational support and strategic insights that ... So, when you think of Ideagen, think of it as the silent teammate that's always working behind the ...

Ideagen

Revenue Operations Partner

Fort Lauderdale, FL · Hybrid

Partner with Sales and Revenue leaders to provide operational support and strategic insights that ... So, when you think of Ideagen, think of it as the silent teammate that's always working behind the ...

Johnson Controls

Training Manager

Gilbert, AZ · On-site

About us Silent-Aire, a division of Johnson Controls, is a global leader in Original Equipment ... channel partners as "the power behind your mission". * Facilitate continuous improvement of ...

Johnson Controls

Training Manager

Gilbert, AZ · On-site

About us Silent-Aire, a division of Johnson Controls, is a global leader in Original Equipment ... channel partners as "the power behind your mission". * Facilitate continuous improvement of ...

Johnson Controls

Painter Helper

Gilbert, AZ · On-site

$16.25 - $20/hr

Performs all duties in accordance with Silent-Aire Limited Partnership safety program standards and Alberta Occupational Health and Safety Act, Regulations, and Code. * Other duties as required.

Johnson Controls

Painter Helper

Gilbert, AZ · On-site

$16.25 - $20/hr

Performs all duties in accordance with Silent-Aire Limited Partnership safety program standards and Alberta Occupational Health and Safety Act, Regulations, and Code. * Other duties as required.

Johnson Controls

Operations Manager

Gilbert, AZ · On-site

Perform all duties in accordance with Johnson Controls and Silent-Aire Limited Partnership safety program standards and Occupational Health and Safety Act(OSHA), Regulations, and Code. * Some after ...

previous pagenext page

Showing results 21-40

All JobsSilent Partner Jobs

Silent Partner information

See salary details

$30.5K

$117.5K

How much do silent partner jobs pay per year?

As of Aug 16, 2026, the average yearly pay for silent partner in the United States is $113,105.00, according to ZipRecruiter salary data. Most workers in this role earn between $116,500.00 and $116,500.00 per year, depending on experience, location, and employer.

What is the difference between Silent Partner vs Business Partner?

AspectSilent PartnerBusiness Partner
Required CredentialsMay not require active involvement or specific credentialsOften requires industry knowledge, experience, or credentials
Work EnvironmentPassive investor, minimal day-to-day involvementActive participant in business operations and decision-making
Employer and Industry UsageUsed in investment contexts, especially in partnerships or startupsUsed broadly in various industries for collaborative business ventures
Search and Comparison IntentUnderstanding passive vs active roles in partnershipsClarifying roles and responsibilities in business collaborations

In summary, a Silent Partner typically invests capital without active involvement, whereas a Business Partner actively participates in managing and running the business. The key difference lies in the level of involvement and responsibilities within the partnership.

What is a silent partner?

A silent partner is an individual who invests capital into a business but does not participate in its day-to-day management or operations. Silent partners typically share in the profits and losses of the business according to their investment agreement but remain uninvolved in business decisions. Their role is often limited to providing financial support, and their liability is usually restricted to the amount of their investment. This arrangement allows the business to benefit from additional funding while the silent partner avoids the responsibilities of active management.

What are the duties of a silent partner?

A silent partner invests capital into a business but does not participate in daily operations or management. Their primary role is to provide financial support and share in profits or losses, often remaining passive and not involved in decision-making or operational tasks.

How does a silent partner typically engage with the business and what level of involvement is expected day-to-day?

A silent partner generally provides capital to a business but does not participate in daily operations or management decisions. Their involvement is usually limited to financial contributions and occasional consultations or major strategic decisions, depending on the partnership agreement. This structure allows silent partners to benefit from the business's success while maintaining a hands-off approach, making it ideal for those who wish to invest without the time commitment of active management. However, it's important for silent partners to maintain clear communication with active partners and stay informed about the company's performance to protect their investment.

What are the key skills and qualifications needed to thrive as a silent partner, and why are they important?

To excel as a Silent Partner, you need a solid understanding of business fundamentals, financial analysis, and investment strategies, typically supported by relevant education or experience. Familiarity with financial reporting tools, due diligence processes, and legal agreements such as partnership contracts is important. Discretion, trustworthiness, and sound judgment are essential soft skills, as is the ability to assess risks and maintain positive relationships with active partners. These skills ensure you can provide valuable financial backing and strategic input while safeguarding your interests and supporting the business’s growth.

How do I become a silent partner?

To become a silent partner, you typically invest capital into a business without taking an active role in management or daily operations. It is important to have a clear partnership agreement, understand the financial risks, and often require legal or financial advice to structure the investment properly.
More about Silent Partner jobs

What job categories do people searching Silent Partner jobs look for?

The top searched job categories for Silent Partner jobs are:

Silent Partner jobs near you
Infographic showing various Silent Partner job openings in the United States as of August 2026, with employment types broken down into 83% Full Time, 9% Part Time, and 8% Contract. Highlights an 88% Physical, 4% Hybrid, and 8% Remote job distribution, with an average salary of $113,105 per year, or $54.4 per hour.

HR Business Partner

Springfield Clinic

Springfield, IL • On-site

$74K - $111K/yr

Full-time

Posted 16 days ago

Springfield Clinic rating

6.7

Company rating: 6.7 out of 10

Based on 59 frontline employees who took The Breakroom Quiz

531st of 887 rated healthcare providers

Job description


Under the direct supervision of the Director of Employee Relations and Business Support, the Human Resources Business Partner will provide a wide range of HR generalist activities including talent management, performance management, employee development, compensation, and training support for the area(s) of responsibility s/he supports. This position will require the individual to have excellent generalist and interpersonal skills and be able to provide HR leadership and project management that enhances business results and drives performance. This position is responsible for aligning business objectives with employees and management in designated areas of responsibility. The Human Resources Business Partner will serve as a consultant to both employees and management on HR related issues, functioning as an employee champion and change agent as the individual delivers value-added service which emphasize organizational objectives. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
Job Relationships
This position reports to the Director of Employee Relations and Business Support.
Principal Responsibilities
  • Partnering with all levels of leadership, within the business unit, align HR strategy with business goals, direction and vision.
  • Provide HR leadership and project management that enhances business results and drives performance.
  • Align business objectives with employees and management in designated areas of responsibility.
  • Formulate partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
  • Build positive, productive, and enduring relationships with employees and leaders. Coach, counsel, encourage, and listen to team leaders as they work through people-related challenges. Focus on deeply understanding employee, leader and department needs and collaboratively developing solutions to issues that arise. Work to become a trusted advisor for the organization and designated department(s).
  • Act as point of contact for employee relations matters. Support team leaders in the delivery of investigations, disciplinary processes, and effective performance conversations, when necessary. Advise management on employment policies and procedures to enable improvement in working practices and productivity and without adverse impact on regulatory / legal compliance, company reputation or employee engagement. Support employees by providing guidance and resources to help address concerns or resolve issues.
  • Develop and implement solutions that will help build and maintain a highly capable organization. Support the areas of responsibility in developing and sustaining a succession planning process that leads to impactful gains in employee development. Partner with business leaders to drive resourcing strategies for the organization and execute seamless delivery of the process.
  • Responsible for understanding the designated departments and partnering with department leader to help collaborate on strategic planning as well as identifying skill gaps, training opportunities and mentorship needs in order to help achieve strategic organizational goals.
  • Assist with communication to areas of responsibility regarding annual performance reviews, supporting the roll-up of the collective plans for approval. Serves as departmental single point of contact for questions pertaining to performance and reward initiatives.
  • Develop solutions and help create a positive organizational culture, in line with our values and business priorities. Proactively manage and communicate organizational change efforts. Contribute to activities and initiatives in support of organizational objectives.
  • Ensure business compliance with HR policies and programs. Adept in developing new policies and procedures. Advise HR leadership and business leadership on local legal, regulatory, and company requirements. Conduct various data analyses and compile into meaningful information and recommendations. Ensure silent running of HR operational activities, coach team leaders and individual contributors toward appropriate self-sufficiency, and provide assurance that systems-related activities are delivered timely and accurately.
  • Counsel SC leaders on consistent implementation of policies and procedures related to employment law, problem resolution, disciplinary action, employee relations, etc.
  • Ensure that HR efforts and implementations are aligned with SC strategic direction and employment law.
  • Partners with leaders to ensure successful onboarding of new hires. Identify turnover, trends, and risks and partner with HR and/or department leadership to mitigate or minimize the impact.
  • Partnering with the Talent Acquisition team on strategies to fill current and upcoming positions as well as facilitate the flow of information and feedback between TA and the assigned department.
  • Maintains an environment consistent with Springfield Clinic values and ensuring the fair and equitable treatment of all employees.
  • Maintains confidentiality as deemed appropriate in all HR activities.
  • Comply with the Springfield Clinic incident reporting policy and procedure.
  • Adhere to all OSHA and Springfield Clinic training & accomplishments as required per policy.
  • Provide excellent customer service and adheres to Springfield Clinic's Code of Conduct and Ethics Standards.
  • Perform other job duties as assigned.

Education/Experience
  • Bachelor's degree in Human Resources or related field required, Master's degree is preferred.
  • Minimum of three or more years of experience in Human Resources field or experience managing employee situations in response to business needs.

Certificates/Licenses
  • Professional HR Certification preferred (PHR, SPHR, SHRM-CP, SHRM-SCP).

Knowledge, Skills and Abilities
  • Demonstrated business focus. Self-directed, process-oriented, strong business acumen, and experience at driving change.
  • Ability to function well independently or collaboratively as part of a team.
  • Ability to demonstrate ownership and self-sufficiency for project management and the achievement of agreed upon results.
  • Demonstrated ability to succeed in a fast-paced environment, working on multiple projects with constantly changing demands and deadlines.
  • Ability to manage and deliver high quality performance on multiple, simultaneous strategic, value-added tasks and priorities.
  • Ability to build and maintain productive relationships with employees at all levels of the organization.
  • Advanced communication, critical thinking and problem solving skills with demonstrated experience in basic business acumen and conflict resolution.
  • Ability to manage/self-regulate personal emotions and diffuse escalating situations to resolve problem in a professional manner.
  • Demonstrated experience working effectively and accurately in a high volume, fast paced environment with strong judgement, analytical and critical thinking skills.
  • Strong organizational and time management skills.
  • Strong interpersonal, delivery and facilitation skills and proven relationship building skills.
  • Highly organized and attentive to detail.
  • Sensitivity to confidential matters.
  • Ability to develop HR solutions.
  • Ability to partner across the range of core HR disciplines, including Talent Management, Compensation/HRIS, Benefits & Employee Relations.
  • Ability to travel as needed.
  • Experience with Microsoft suite of applications (Word, PowerPoint, Excel)

Working Environment
  • This job operates in a professional office environment. Routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

PHI/Privacy Level
HIPAA3

What Springfield Clinic employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply