HR Business Partner-SR – Human Resources

HR Business Partner-SR – Human Resources

Requirements

• Ability to apply principles, practices, and procedures of human resources administration required for a HRBP.
• The ability to maintain up to date knowledge about core business and HR technologies to solve business challenges.
• Demonstrates pervasive integration of integrity and accountability throughout all organizational and business practices.
• Highly developed interpersonal skills with the ability to communicate with purpose for all possible audiences.
• Strong consultation skills as demonstrated by the art of providing direct guidance to organizational stakeholders seeking expert advice on a variety of situations or circumstances.
• The art of managing human resources regardless of cultural differences; the ability to recognize and mitigate the influence of bias in business decisions.
• The ability to lead or maneuver initiatives and processes within the organization with great agility.
• Skill in digesting complex data and assessing the value to HR and business strategy; ability to research and analyze various types of data information and utilize metrics to measure outcomes.
• Strong business acumen with the ability to understand all business functions within the organization and industry.
• Working knowledge of relevant HR laws with the ability to make recommendations to effectively resolve issues by using judgment consistent with standards, practices, policies, procedures, regulations, or law.
• Advanced presentation and facilitating skills to train, orient, and develop others.

Responsibilities

• Establishes oneself as a credible and trustworthy source for employees to voice concerns; establishes HR team as a credible and trustworthy resource within the organization.
• Acts as a catalyst for change and innovation driving cultural change to transform service delivery and improve organizational effectiveness.
• Collaborates with Organizational Effectiveness to drive performance management and build individual and organizational capabilities and competencies through leadership development, one-on-one coaching, and development of employee engagement strategies.
• Provides expert guidance to clients in managing labor and employee relations in alignment with organizational philosophy and standards.
• Mediates conflict and supports constructive resolutions; asks tough questions to challenge others’ thinking while demonstrating political savvy and emotional intelligence.
• Partners with leadership to move the organization effectively through significant change and large scale interventions such as growth, restructuring, RIF’s and process improvement.
• Promotes and implements the full range of workforce, succession planning and talent management strategies that will support the delivery of business requirements.
• Partners with Management Team(s) in order to clarify their human capital and organizational requirements, influences or proposes business-driven HR Strategies and drives the delivery of results in order to achieve the business plan.
• Serves as the first point of contact for the business unit to broker HR solutions by partnering with system HR functions to propose, implement, communicate, manage, and enhance HR programs.
• Manages processes including audits and other proactive measures to ensure healthcare regulations (i.e. Joint Commission, ODH, CMS, and other regulatory/accrediting bodies), HR standards, and employment laws are met, in a manner consistent across the system to the extent possible.
• Maintains advanced knowledge in the use of data, performs evidence-based research, and utilizes benchmarks and HR business metrics to make critical decisions with a goal towards leading practices and/or incremental improvements.

Preferred Qualifications

• 575 – PHR or SHRM – CP Preferred
• Preferred experience: Healthcare