Summary

Under the direction of the CHRO the Human Resources Business Partner (HRBP) is responsible for aligning human resources objectives with employees and senior leaders within their service line. The ideal candidate will act as a trusted advisor, employee champion, and change agent, playing a key role in developing and executing HR strategies that support the business objectives. This position requires a proactive approach to addressing HR issues and fostering a culture of excellence, innovation, and continuous improvement. The position formulates cross-functional partnerships across other areas of the Human Resources division and the organization.

Education

Bachelor's degree in Human Resources, Business Administration, or related field required; Master's preferred.

Bachelor's in an unrelated field will require an additional 2 years of experience.

Certification, Registration & Licensure

SHRM Certification is to be obtained within one year of hire.

Experience

A minimum of 5 years of HR experience, with at least 2 years in a strategic HRBP role or similar, preferably within a healthcare service line environment.

Proficiency in Microsoft Office and HRIS systems like Workday is strongly desired.

Responsibilities

• Strategic Partnership: Act as a strategic partner to senior leaders, aligning HR strategies with business objectives. Provide guidance on organizational design, workforce planning, and succession planning to support these goals.
• Talent Management: Lead talent management initiatives by working closely with the talent acquisition team and developing retention strategies. This ensures the service line possesses the necessary capabilities to achieve its objectives.
• Performance Management: Offer support and advice on implementing and managing performance management processes, such as performance reviews, that align with company objectives. These processes aim to foster high performance and address performance issues.
• Employee Relations: Manage and resolve complex employee relations issues through effective, thorough, and objective investigations. Ensure the maintenance of a positive work environment.
• Change Management: Support and advice senior leaders on change management strategies. Assist in navigating organizational changes by ensuring effective communication and establishing transition plans.
• Learning and Development: Collaborate with the Organizational Development team to identify and address learning needs within the service line. Support leadership development and enhance employee skills.
• Diversity, Equity, and Inclusion (DEI): Champion DEI initiatives to ensure the service line's strategies and practices promote a diverse and inclusive workplace.
• HR Metrics and Analytics: Work in collaboration with HRIS to leverage HR metrics and analytics. Provide insights to senior leaders and develop solutions, programs, and policies that drive data-driven decisions to improve HR and business outcomes.

Physical and Work Environment Requirements

The physical demands and characteristics of the work environment described here are representative of those that will be encountered by an employee to successfully perform the essential functions of this job.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The Dictionary of Occupational Titles Material Handling Classification is SEDENTARY. The employee must regularly lift, carry or push/pull less than 10 pounds, frequently lift, carry or push/pull less than 10 pounds, and occasionally lift, carry or push/pull up to 10 pounds.

The employee is frequently required to hear, sit, walk, and speak. The employee is occasionally required to stand.

Specific vision abilities required by this job include near vision. The noise level in the work environment is usually moderate.