HR Business Partner

MINIMUM QUALIFICATIONS:

EDUCATION AND EXPERIENCE

1. Master’s degree in Human Resources, Business Administration, Industrial Relations or related field and three (3) years of professional Human Resources experience with emphasis in an HR generalist role

OR Bachelor’s degree in Human Resources, Business Administration, Industrial Relations or related field and five (5) years of professional Human Resources experience with emphasis in an HR generalist role.

PREFERRED QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification.

EXPERIENCE:

1. Strong HR generalist experience with an emphasis in workforce and succession planning, compensation, change management and/or retention programs.

2. Demonstrated success in consulting effectively with senior level management and influencing business unit leaders.

3. Recent work experience in a healthcare setting.

CORE DUTIES AND RESPONSIBILITIES: As an advocate for employees, company and departmental goals and initiatives, demonstrate knowledge of management and employee needs and apply that knowledge to create solutions.

1. Formulate partnerships across assigned departments to deliver value added service to management and employees that reflects the business objectives of the organization.

·         Attend department meetings to better understand the activities occurring in the business.

·         Serve as an advisor to the leadership team by providing insight, coaching and HR related solutions to functional and business leaders in the effective management and development of their employees.

·         Serve as a change agent to assist in successful change management of each business/service line.

2. Drive talent growth initiatives throughout the organization through talent assessment model and career development.

3. Lead workforce planning initiatives through the facilitation of talent planning.

·         Manages, communicates, and supports framework.

·         Provides data and reporting for current state analysis.

·         Reviews gap analysis and determines action plans to close the gaps.

·         Implements and monitors action plans.

·         Assists with executive sponsorship.

4. Partner with leaders to deliver succession and replacement planning programs.

·         Maintains up to date knowledge on latest human resource replacement and succession planning issues and best practices.

·         Develops, recommends, reviews, and updates replacement and succession planning relates policies and procedures.

·         Provides leadership training on replacement and succession planning tools, best practices, and processes.

·         Researches and implements replacement and succession planning for critical and key positions.

·         Defines criteria to identify critical and key positions for initial development of replacement and succession plans.

·         Facilitates talent reviews and replacement and succession planning discussions with leadership.

·         Facilitates replacement and succession plan development.

·         Assists in designing, implementing and managing talent development programs in collaboration with the Center for Education and Organizational Development (CEOD) team.

·         Creates and coordinates reports to monitor replacement and succession plans and overall effectiveness.

·         Monitors and verifies the integrity of replacement and succession plan data in the Human Resources Information System (HRIS).

Reviews and recommends enhancements to the replacement and succession planning processes and set-up in the HRIS.

5. Research, develop and partner with leadership to implement employee retention strategies and programs.

·         Conduct exit interviews and report trends.

·         Conduct employee and management focus groups and analyze trends to assist in meaningful development of dept. improvements.

6. Facilitate ideas and strategies to promote a healthy employee engagement.

·         Assist management in reviewing and understanding employee engagement survey results.

·         Partner with management to foster a positive culture that creates an inspiring employee engagement environment.

7. Works regularly with HR disciplines including but not limited to compensation, benefits, employee relations, CEOD, and disability management.

8. Assists in the administration of local audits.

PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Extended periods of sitting. 

2. Extended periods of computer usage.

3. Required to walk to various areas throughout the departments or medical complex.  This may require the use of elevators and/or stairs.

WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Standard, high volume office environment.

SKILLS AND ABILITIES:

1. Must have and maintain a working knowledge of federal and state labor laws related to all aspects of human resources. 

2. Must have an ability to organize and prioritize multiple projects.

3. Must have and demonstrate an ability to communicate both orally and in writing in a clear and concise manner.

4. Must have strong analytical and problem solving skills.

5. Must have ability to maintain high level of confidentiality.

6. Must have the ability to interface with management and employees at all levels of the organization.

Additional Job Description:

Scheduled Weekly Hours:

Shift:

Exempt/Non-Exempt:

Company:

Cost Center: