HR Business Partner III

HR Business Partner III

Requirements

• Bachelor’s: Human Resources, Industrial Psychology, Business Administration or related field or equivalent education/experience
• 5 years relevant experience
• Knowledge of Human Resources policies, practices, laws and regulations
• Excellent verbal and written communication and interpersonal skills
• Demonstrates analytical skills, ability to influence at assignment leadership levels, exhibits group process and facilitation skills
• Displays integrity and ethics in handling confidential information
• Demonstrated ability to plan and accomplish multiple priorities simultaneously while maintaining a high degree of organizational responsiveness
• Ability to use computer software for analysis and presentation (i.e., spreadsheets, and word processing)
• Ability to organize, adapt and re-prioritize activities and projects to meet deadlines in an environment of rapid change and growth
• Dependable transportation and appropriate driving record required for off-site assignments

Responsibilities

• Supports the operating team in the achievement of its people related objectives for employee satisfaction, patient or customer satisfaction, labor costs targets, talent development and the development and maintenance of a high performing workforce
• Actively participates in development of employee relations programs
• Provides assistance in the form of advice and counsel to management regarding: effectiveness of staff, application of human resource practices, policies and procedures, application, and administration of collective bargaining agreements, compliance with employment regulations and laws and resolution of complaints and grievances
• Communicates with managers of bargaining unit employees regarding contract interpretation, policy interpretation and compliance
• Works on resolution of compliance complaints and closure of compliance corrective action plans
• Partners during succession planning, including coaching of management clientele on individual development plans and on-boarding support for new managers (30-60-90 day rounding)
• Supports management when conducting layoffs, start-ups, grievance meetings, investigations, complaint resolutions, staff counseling and related progressive discipline activities, talent reviews and local training
• Identifies, investigates and resolves grievances, and coordinates with the Center of Expertise (CoE) for resolution of mediated or arbitrated grievances, work environment scans and harassment investigations
• Involved in terminations, unemployment hearings, Equal Employment Opportunity Commission (EEOC) charges, and reduction in force planning
• Supports management with key initiatives as directed by HR and operational leadership
• Facilitates manager and staff access to HR services

Preferred Qualifications

No preferred qualifications provided.