The Executive Director, Human Resources Business Partner (HRBP) reports to the Vice President, Human Resources. This position drives critical human capital initiatives and associated business results. Leads activities and ensures successful achievement of objectives related to employee engagement, workforce management, performance management, impacts overall business performance and employee engagement by providing strategic, creative, and collaborative leadership across the Medical Center. Further, this role proactively diagnoses issues and opportunities and takes necessary action to bring timely resolution, drives objectives related to positive employee relations initiatives, employee engagement and labor relations support. Responsible for ensuring thorough investigations into employee complaints, misconduct, and other workplace issues, providing recommendations for resolution and disciplinary action and ensures compliance with federal and state employments laws including those related to wages, hours, safety and discrimination. Job Description: Essential Responsibilities: 3 Partners in the planning process to ensure strategic plans drive business results. Contributes to the development of people strategies that support a high performing culture, business strategies and objectives, and help to drive business and organizational performance through a positive employee engagement and experiences. Support and influence key operational and strategic decisions. 3 Provides input to HR Centers of Excellence (COEs) regarding specific functional strategies, programs, and practices to ensure that they meet business needs. Serves as an advocate for business leaders and managers. 3 Participates in the interview and selection process as needed to ensure consistent quality of leadership. 3 Leads talent assessment and development discussions leveraging program, approach, and template guidelines provided by HR COEs. 3 Coach leaders on change management strategies and resistance management techniques in accordance with the BILH change management methodology. 3 Create strategies to identify and overcome barriers (e.g., by facilitating meetings/conversations to identify root-cause issues of change blockers and coaching managers on appropriate tactics to mitigate or overcome issues). 3 Develops and implements plans to ensure exceptional results from change initiatives. Identifies where inconsistent communications or messaging may appear and aligns communication plan with company strategy to ensure expected results. 3 Advises and counsels leaders on all employment/employee relations matters, ensuring consistency with policies and practices. Assists with investigations and corrective action decisions. May investigates issues related to working conditions, disciplinary actions or other. Uses knowledge of federal and state laws, policies and practices to advise leadership and ensure compliance. 3 Keeps VP of Human Resources aware of employee relations issues and seeks guidance on complex matters. Reviews potential legal issues with VP of HR and consults with Legal counsel, when warranted. Prepares requested documentation and participates in matters, as requested by counsel. 3 Partners with organizational leadership and Total Rewards COE to ensure pay programs are in alignment, are budgeted, planned for and executed in an efficient and timely manner. Ensures departmental policies, processes, procedures and outcomes are Joint Commission compliant. Participates as Human Resources lead in Joint Commission, CMS and DPH surveys. 3 Coordinates and directs the employee relations programs and functions, ensuring compliance with applicable local, state and federal laws and regulations. 3 Develops and manages confidential procedures for the receipt, handling, investigation and processing of complaints and allegations in all terms and conditions of employment. 3 Develops and implements employee relations policies, procedures, and programs to ensure a positive work environment. 3 Has the authority to direct and support employees daily work activities. Has authority to undertake or recommend the following employment actions: hiring, termination, corrective action and performance reviews. Direct Reports: 6-8 Indirect Reports: 6-10. Required Qualifications: 3 Bachelors degree in HR Business required. Masters degree preferred. 3 More than 10 years related work experience required in Minimum of 5 years Human Resources generalist experience across multiple disciplines (e.g., workforce planning; talent acquisition; career development) while interpreting and applying HR policies, procedures, programs and processes and 1-3 years supervisory/management experience required. Experience driving employee and labor relations strategy forward. 3 Build strong, cross-functional relationships that involves and engages leaders and teams at all levels at the local hospital and throughout the system operations. 3 Have knowledge of the HR functions and associated HR policies, approaches, and environmental constraints, as well as relevant HR laws and regulations. 3 Experience with computer systems required, including web based applications and some Microsoft Office applications which may include Outlook, Word, Excel, PowerPoint or Access. 3 Extensive knowledge of labor and employment laws and regulations. 3 Deep understanding of employee relations principles, practices, regulations and labor relations. 3 Knowledge of and experience in conflict resolution, labor laws, and employee engagement. Preferred Qualifications: 3 SPHR or SHRM-SP. Experience with Workday HRM. 3 Certification in change management certification (PROSCI or Certified Change Management Professional- CCMP. 3 Experience as a HRBP in a healthcare and unionized environment. 3 Proven track record of building positive relationships with union leadership. Competencies: 3 Decision Making: Ability to make decisions with significant, broad implications for the management and operations of a major department or multiple departments. Participates in decisions on overall strategy and direction of the organization. 3 Problem Solving: Ability to address problems that are broad, complex and abstract, often involving Medical Center-wide issues and requiring substantial creativity, resourcefulness, staff engagement, Lean diagnostic techniques, negotiation and diplomacy to develop solutions. 3 Independence of Action: Ability to set direction and vision for major departments or multiple departments. Establishes priorities, develops policies and allocates resources. 3 Written Communications: Ability to communicate complex information in English effectively in writing to all levels of staff, management and external customers across functional areas. 3 Oral Communications: Ability to verbally communicate complex concepts in English and address sensitive situations, resolve conflicts, negotiate, motivate and persuade others. 3 Knowledge: Ability to demonstrate broad and comprehensive knowledge of theories, concepts, practices and policies with the ability to use them in complex and/or unprecedented situations across multiple functional areas. 3 Team Work: Ability to lead collaborative teams for larger projects or groups both internal and external to the Medical Center and across functional areas. Results have implications for the management and operations of multiple areas of the organization. 3 Customer Service: Ability to lead operational initiatives to meet or exceed customer service standards and expectations in assigned unit(s) and/or across multiple areas in a timely and respectful manner. Physical Nature of the Job: Sedentary work: Exerting up to 10 pounds of force occasionally in carrying, lifting, pushing, pulling objects. Sitting most of the time, with walking and standing required only occasionally Pay Range: $185,000.00 USD - $215,000.00 USD The pay range listed for this position is the annual base salary range the organization reasonably and in good faith expects to pay for this position at this time. Actual compensation is determined based on several factors, that may include seniority, education, training, relevant experience, relevant certifications, geography of work location, job responsibilities, or other applicable factors permissible by law.