HR Business Partner, HRBP

Kaiser Permanente   •  

Tacoma, WA

Industry: Healthcare

  •  

5 - 7 years

Posted 35 days ago

This job is no longer available.

THIS POSITION WILL SUPPORT THE MEDICAL CENTERS IN THE SOUTH SERVICE AREA OF KPWA. SOUTH KING (4 MEDICAL CENTERS), TACOMA(5 MEDICAL CENTERS), OLYMPIA(2 MEDICAL CENTERS), AND KITSAP DISTRICTS (5 MEDICAL CENTERS). OFFICE LOCATION WILL BE BASED IN FEDERAL WAY,TACOMA, OLYMPIA, OR SILVERDALE WITH TRAVEL REQUIRED TO EACH MEDICAL CENTER BASED ON MEETINGS, NEEDS, AND SUPPORT.

At the division level provides proactive leadership, coaching and consultation in the development nad implementation of key business and Human Resources (HR) objectives that affect human capital management, improve organizational performance, and develop executive, managerial and organizational capabilities. As a member of the divisional leadership teams contribute key thinking and influences the business direction of the overall organization. Provides a wide range of strategic HR consultative services to senior leaders, managers, physicians and employees. Helps establish the organizational culture and climate in which managers and employees prosper by negotiating, persuading and influencing senior leaders, managers, work groups and individuals on a variety of work environment issues. (HRBP II)

Essential Responsibilities:

  • Acts as HR representative to the business and brokers relationships with other HR areas as needed. Provides key guidance, coaching and expertise to managers on HR functions such as mediation and conflict resolution; performance management; workforce diversity strategies; compensation, recognition and rewards; effective job design; and staffing plans and selection. Identifies and translates division stakeholder requirements for HR services and initiatives; brings stakeholder data back to HR to improve systems and processes. Translates division business challenges and initiatives to other HR teams that support the division. Identifies interdependencies and implications across divisions; leverages, aligns and coordinates HRsupport.
  • Acts as a trusted strategic partner to Senior leaders. Coaches and consults on people impacts of business objectives, initiatives and priorities. Works with leadership to develop divisional people plans based on business strategies and goals and supports their implementation. Counsels division leaders on a variety of people related issues. Supports division leadership to forecast talent requirements and to understand the workforce implications of specific business strategies and decisions. Drives GH labor strategy into divisional plans and operations. Identifies optimal structures through the translation of business requirements, understanding of processes and workflow, and analysis of functions and roles. Supports division leaders to develop and integrate diversity goals into workforce planning. Assesses, diagnoses and develops effective countermeasures for system and cultural issues at the division level. Understands the business and the changing business environment.
  • Builds strong relationships with senior and front line management by acting as an influential change agent on key business decisions and strategies with human resource implications such as leadership development, system-wide reorganizations, downsizings, and other areas of organization change. Guides business leaders to apply standard change management methods to implement organizational initiatives, while maximizing staff engagement and commitment. Monitors key human capital metrics (e.g. engagement, time in position, turnover, bench strength, etc.) and provides consultation to divisional leaders on implications for business outcomes.
  • Maintains expert understanding of employment law, HR policies/ best practices/trends, and labor contracts. Interprets labor policy and contractlanguage. Provides mediation and conflict resolution services. Directs leadership on divisional HR policies, ensuring that they are in alignment with current practice and external requirements. Takes the lead on sensitive and impactful people issues such as investigation of discrimination, harassment and other complaints; workforce planning; and implementation of staff reduction procedures in work units.


Basic Qualifications:
Experience

  • Minimum three (3) years of HR or management experience.
  • Minimum six (6) years of experience in a large, complex organizational structure.
    Education
  • Bachelors degree in business administration, human resources or related field.
    License, Certification, Registration
  • N/A

    Additional Requirements:
  • Experience in developing written proposals, reports, policies, and project summaries and timelines.
  • Demonstrated ability to influence others by persuasion, negotiation and problem solving.
  • Demonstrated ability to counsel, teach and work with others at all levels.
  • Superior communication skills (verbal, written, listening and presentation) and strong interpersonal skills.
  • Demonstrated knowledge and experience in HR/OD consulting, leadership coaching, group process facilitation, presentation skills, training curriculum design and delivery, project management, labor relations, union contract administration, grievance management and employment law.
  • Demonstrated ability to handle confidential and highly sensitive issues.
  • Ability to learn quickly and work effectively in an ambiguous and ever-changing environment.
  • Ability to work independently with little or no direction.
  • Ability to initiate and take strategic directives from executive leadership and provide leadership, consultation and delivery of key HR services.

    Preferred Qualifications:
  • Experience in a unionized environment is preferred.
  • Master's or professional degree (MBA or MA) in human resource or organizational development or related field.
  • Senior Professional in Human Resources certification (SPHR) is preferred by date of hire/transfer.
  • MS Office Outlook, Word, Excel and PowerPoint skills.

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