Human Resources Business Partner

Description

Human Resources Business Partner

The HRBP is a trusted strategic partner and trusted resource to one or more areas of the hospital. This role is centered around delivering solutions, supporting, understanding, and collaborating closely with people leaders to elevate engagement, coaching, retention, inclusion and belonging, organizational effectiveness, workforce planning, and organizational development. This position develops and maintains strong partnerships and delivers value-added services to people leaders and team members.

* Performance Management: Provides day-to-day performance management guidance to people leaders (e.g., coaching, counseling, career development, and performance improvement plans). Works closely with people leaders and team members to improve work relationships, build morale, and increase productivity and retention. Spearheads the development and effectiveness of a coaching environment. Manages the performance evaluation process.

* Team Member Engagement: Recommends team member engagement programs and initiatives based on engagement analytics.

* Team Member Relations: Partners with people leaders to oversee team member relations matters including conducting effective, thorough, and objective workplace investigations and corrective actions. Manages and resolves complex team member relations issues.

* Legal Compliance: Maintains in-depth knowledge of legal requirements related to day-to-day management of team members, reducing legal risks, and ensuring compliance. Provides HR policy guidance and interpretation.

* HR Reporting/Analysis: Analyzes onboarding, turnover, and organizational effectiveness trends and metrics in partnership with the HR team to develop solutions, programs, and policies. Conducts exit interviews, reviews trends/opportunities and works with people leaders to implement improvement measures.

* Workforce Planning/Alignment: Provides guidance and input on hierarchy structures, workforce planning, and organizational design/effectiveness.

* Onboarding Effectiveness: Leads new hire orientation and develops/oversees management onboarding. Analyzes and adapts onboarding programs, evaluates the effectiveness of the same and updates as needed to ensure continuous improvement.

* Ability to Meet the Physical and Mental Demands of the Position and Work On-Site

* Predictable, Reliable, and Prompt Attendance

* Excellent Verbal/Written Communication Skills - Ability to draft clear, concise, communications and documents. Expresses information effectively in both individual and group settings and adapts communication based on the audience.

* Adaptability - Meets changing needs by maintaining resilience, flexibility, and change readiness and successfully navigates complex, ambiguous scenarios.

* Business Acumen - Has or can acquire the fundamental understanding of how a health care system operates and uses this knowledge to effectively make logical business decisions to positively impact team members.

* Problem Solving - Strong analytical and technical experience. Able to leverage data to analyze results and recommend actions.

* Confidentiality - Appropriately respects private and confidential information.

* Continuous Self-Development Focus - Works to maintain updated HR knowledge, best practices, and employment law changes and considerations.

* Teamwork - Focuses on team objectives over self.

* Team Member Engagement - Possesses an understanding of tactics and strategies to partner/coach people leaders in fostering and driving team member engagement. Participates in understanding the root causes of turnover and engagement gaps and developing successful action plans to correct.

* Team Member Relations - Ability to provide guidance and support to people leaders on interpretation of policies, procedures, and best practices to support and promote a productive, engaged work environment.

* Project Management and Change Initiatives - Experience implementing new initiatives and overseeing their success.

* People Leader Onboarding/Training - Leads the development of effective people leader onboarding and helps equip people leaders with needed tools and skills to effectively select, coach, develop, and retain a high-performing team.

* Time Management | Organizational Skills - Must have attention to detail, ability to comprehend, interpret, and apply appropriate sections of applicable laws, guidelines, regulations, and policies. Proven ability to meet deadlines and drive results.

* Proficient with Microsoft Office Suite and HRIS.

* Critical thinking, conflict resolution, driven to succeed/results oriented, teamwork/collaboration, business/hospital acumen, project management, coaching/mentoring, problem solving, accountability, empathy, change management.

* Bachelor's degree in human resources, business administration, or other related field required.

* Minimum of 3-8 years' experience, preferably in health care, and proven competency and success in multiple human resources disciplines, strong relationship building, and a strong focus on cultivating and maintaining the same.

* The physical and mental demands described are representative of those that must be met by a team member to successfully perform the essential functions of this job.

* Physical Demands:

* Prolonged periods of sitting at a desk, standing, walk, and working with a computer.

* While performing the duties of the job, this team member is regularly required to use their hands and to talk and hear.

* Must be occasionally able to reach with hands and arms and move objects up to 20 pounds.

* Must be able to access the accuracy and thoroughness of the work assigned through close, peripheral, vision, and focus.

* Mental Demands:

* Ability to maintain strict confidence.

* Ability to navigate difficult conversations and maintain composure when handling sensitive and personal information.

* High emotional intelligence required.

* Ability to work onsite and travel between assigned locations with predictable, reliable, and prompt attendance.

* Consult with people leaders and provide daily HR guidance.

* Analyze trends and metrics relating to recruitment, retention, training, and organizational effectiveness.

* Resolve complex team member relations issues and address grievances.

* Work closely with people leaders and team members to improve working relationships, build morale, and increase productivity and retention.

* Provide policy guidance.

* Monitor and report on workforce planning.

* Identify training needs for teams and individuals.

* Suggest new HR strategiesHuman Resources Business Partner

The HRBP is a trusted strategic partner and trusted resource to one or more areas of the hospital. This role is centered around delivering solutions, supporting, understanding, and collaborating closely with people leaders to elevate engagement, coaching, retention, inclusion and belonging, organizational effectiveness, workforce planning, and organizational development. This position develops and maintains strong partnerships and delivers value-added services to people leaders and team members.

* Performance Management: Provides day-to-day performance management guidance to people leaders (e.g., coaching, counseling, career development, and performance improvement plans). Works closely with people leaders and team members to improve work relationships, build morale, and increase productivity and retention. Spearheads the development and effectiveness of a coaching environment. Manages the performance evaluation process.

* Team Member Engagement: Recommends team member engagement programs and initiatives based on engagement analytics.

* Team Member Relations: Partners with people leaders to oversee team member relations matters including conducting effective, thorough, and objective workplace investigations and corrective actions. Manages and resolves complex team member relations issues.

* Legal Compliance: Maintains in-depth knowledge of legal requirements related to day-to-day management of team members, reducing legal risks, and ensuring compliance. Provides HR policy guidance and interpretation.

* HR Reporting/Analysis: Analyzes onboarding, turnover, and organizational effectiveness trends and metrics in partnership with the HR team to develop solutions, programs, and policies. Conducts exit interviews, reviews trends/opportunities and works with people leaders to implement improvement measures.

* Workforce Planning/Alignment: Provides guidance and input on hierarchy structures, workforce planning, and organizational design/effectiveness.

* Onboarding Effectiveness: Leads new hire orientation and develops/oversees management onboarding. Analyzes and adapts onboarding programs, evaluates the effectiveness of the same and updates as needed to ensure continuous improvement.

* Ability to Meet the Physical and Mental Demands of the Position and Work On-Site

* Predictable, Reliable, and Prompt Attendance

* Excellent Verbal/Written Communication Skills - Ability to draft clear, concise, communications and documents. Expresses information effectively in both individual and group settings and adapts communication based on the audience.

* Adaptability - Meets changing needs by maintaining resilience, flexibility, and change readiness and successfully navigates complex, ambiguous scenarios.

* Business Acumen - Has or can acquire the fundamental understanding of how a health care system operates and uses this knowledge to effectively make logical business decisions to positively impact team members.

* Problem Solving - Strong analytical and technical experience. Able to leverage data to analyze results and recommend actions.

* Confidentiality - Appropriately respects private and confidential information.

* Continuous Self-Development Focus - Works to maintain updated HR knowledge, best practices, and employment law changes and considerations.

* Teamwork - Focuses on team objectives over self.

* Team Member Engagement - Possesses an understanding of tactics and strategies to partner/coach people leaders in fostering and driving team member engagement. Participates in understanding the root causes of turnover and engagement gaps and developing successful action plans to correct.

* Team Member Relations - Ability to provide guidance and support to people leaders on interpretation of policies, procedures, and best practices to support and promote a productive, engaged work environment.

* Project Management and Change Initiatives - Experience implementing new initiatives and overseeing their success.

* People Leader Onboarding/Training - Leads the development of effective people leader onboarding and helps equip people leaders with needed tools and skills to effectively select, coach, develop, and retain a high-performing team.

* Time Management | Organizational Skills - Must have attention to detail, ability to comprehend, interpret, and apply appropriate sections of applicable laws, guidelines, regulations, and policies. Proven ability to meet deadlines and drive results.

* Proficient with Microsoft Office Suite and HRIS.

* Critical thinking, conflict resolution, driven to succeed/results oriented, teamwork/collaboration, business/hospital acumen, project management, coaching/mentoring, problem solving, accountability, empathy, change management.

* Bachelor's degree in human resources, business administration, or other related field required.

* Minimum of 3-8 years' experience, preferably in health care, and proven competency and success in multiple human resources disciplines, strong relationship building, and a strong focus on cultivating and maintaining the same.

* The physical and mental demands described are representative of those that must be met by a team member to successfully perform the essential functions of this job.

* Physical Demands:

* Prolonged periods of sitting at a desk, standing, walk, and working with a computer.

* While performing the duties of the job, this team member is regularly required to use their hands and to talk and hear.

* Must be occasionally able to reach with hands and arms and move objects up to 20 pounds.

* Must be able to access the accuracy and thoroughness of the work assigned through close, peripheral, vision, and focus.

* Mental Demands:

* Ability to maintain strict confidence.

* Ability to navigate difficult conversations and maintain composure when handling sensitive and personal information.

* High emotional intelligence required.

* Ability to work onsite and travel between assigned locations with predictable, reliable, and prompt attendance.

* Consult with people leaders and provide daily HR guidance.

* Analyze trends and metrics relating to recruitment, retention, training, and organizational effectiveness.

* Resolve complex team member relations issues and address grievances.

* Work closely with people leaders and team members to improve working relationships, build morale, and increase productivity and retention.

* Provide policy guidance.

* Monitor and report on workforce planning.

* Identify training needs for teams and individuals.

* Suggest new HR strategies