Human Resources Business Partner

The Human Resources Business Partner is responsible for building and maintaining relationships with leadership and team members in order to align HR activities, processes and programs in support of business objectives. Uses an innovative and creative approach to assess and anticipate HR- related needs. Seeks to develop solutions using prescriptive HR data and analytics through consultation with leadership, as a strategic partner.

• Conducts regular, recurring meetings with respective business units to align HR activities with business unit objectives.
• Consults with all levels of management and leadership to provide HR guidance and decision support.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations, including the investigative interviews, documentation, and action plan(s).
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, corrective actions).
• Makes data-informed recommendations to business partners based on HR related issues, levering and presenting HR metrics.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Assist in the management and execution of bonus plans, merit processes, and routine/special request reports.
• Provides HR policy guidance and interpretation, as the subject matter expert on HR organization policy, updating policies and procedures as needed.
• Provides a high level of customer service to internal customers by adapting communication styles and methods to ensure effective collaboration and communication.
• Maintains an up to date understanding of organization and business unit strategy in order to provide the most relevant HR advice and consultation.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Maintains an in-depth knowledge of federal, state and local employment law and best practices related, particularly Title VII of the Civil Rights Act, the Americans with Disabilities Act.
• Acts as a leader and change agent both for the HR team and the organization.
• Partners with leadership and employees to continuously enhance engagement, productivity, retention and overall team performance, providing quality HR support and partnership. Facilitates engagement discussions and action planning on an annual basis, to align with our annual engagement survey results.
• Collaborates with other members of the HR Management/Leadership team to ensure consistency in processes, HR philosophy and support level.
• Maintains a basic knowledge of Benefit offerings in order to accurately answer basic employee questions; partners with Director, Total Rewards & Engagement and Benefits team to resolve complex issues or questions pertaining to an employee’s benefits.
• Responsible for Unemployment Claims Management process, including thoroughly responding to and attending unemployment claims hearings.
• Ensures various letters, memos and notifications are issued and documented, including but not limited to Separation letters, Transfer/Promotion letters, telework agreements, notification memos, etc.
• Partners with Talent Acquisition to ensure a positive candidate experience occurs for both internal and external candidates. Provides insight and participate in the selection process for internally posted positions or internal applications, transfers and promotions.
• Oversees the hire process for respective client groups and partners with Talent Acquisition and IT departments, including contractors/non-employees.
• Collaborates with Learning & Organizational Development team to facilitate HR content during our New Hire Orientation classes.
• Participates in and executes successful completion of required regulatory reporting and data management as assigned by HR leadership.
• Updates and reviews job descriptions, collaborating with leadership to ensure a thorough and accurate job description and competitive pay grade.
• Participates in external and internal audits/review and compliance monitoring, ensuring that pertinent HR documentation, requested information and other requirements are furnished and in compliance.

Education: 

• Bachelor’s degree in human resources, business administration, or related field required. Master’s degree, preferred.

Experience:

• Minimum of 5 years’ experience in Human Resources with a minimum of 3 years of employee relations experience to include performance management, corrective/disciplinary action and conducting investigations.

• Experience consulting with senior leadership teams, with a proven track record of prior healthcare experience, preferred.

   

Certification: 

• SHRM-CP, SHRM-SCP, PHR, or SPHR Certification(s), strongly preferred.