The Human Resources Consultant provides strategic human resources support to operational teams on organizational, leadership and talent strategies. Reporting to the Director Human Resources, the Human Resources Consultant works closely with leaders in a clinical and administrative settings to provide a positive work environment characterized by high performance, progressive organizational change, continuous professional growth and development, and open communication.

Experience

• 6 or more years of progressive experience in human resources with increasing responsibilities including involvement with leadership
• Experience implementing and optimizing people strategy (process, tools, and technologies) in complex, matrixed, high performing environment
• Experience working with partnership organizations on implementing and optimizing strategic initiatives

Preferred Qualifications

• Experience in a high acuity healthcare setting.
• Professional human capital certification – SHRM PHR/SPHR, Human Capital Institute Strategic HR Business Partner, etc.
• Master’s degree in business administration (MBA) or public health (MPH)

Education

• Bachelor’s degree in Human Resources, Business, or related curriculum

Certification Summary

• No professional certifications required

Knowledge, Skills, and Abilities

• Proven ability to diagnose and analyze data, identify options and solutions, measure impact and success.
• Critical thinker with ability to solve complex problems and systemic problems.
• Solid consulting skills. Ability to facilitate leadership groups and offer options for optimizing teams with human capital programs that allow our people to do their best work. Solid track record of coaching leaders as they navigate challenging human capital situations.
• Solid level organizational analysis, design, and implementation skills. A track record of driving change by helping teams understand the change and how it impacts and benefits them on a personal level.
• Demonstrated ability to influence leaders using data, persuasion, and executive presence.
• Ability to respectfully challenge the status quo and offer alternative points of view that address short-term issues and long-term strategies.
• Ability to link human resources as a driver and influencer of operational performance
• Working knowledge of applicable labor laws and regulations.
• Strong command of Microsoft Excel, Word, and PowerPoint.
• Strong command of Workday and reporting in Workday

Job Responsibilities

Organizational Diagnostics and Design

• Partner and consult with other HR functions on organizational diagnostics and support/co-lead the implementation of data-supported solutions. Translate data into action, interpreting results of analyses to identify trends/themes and providing recommendations about organizational strategies, structures, and actions. Effectively collaborate on change management strategies and implementation.

People Plan

• support translation of operational strategies into people and organizational priorities and the discussion with leadership teams on the application and alignment of those priorities to achieve specific operational goals. Identify gaps in the current people plan, people programs and tools, and participate in the creation of the people plan for an assigned operational department. Support the implementation of the people plan (e.g., talent management, leadership effectiveness, resource management etc.) for that organization.

Leadership & Team Performance

• Assess and interpret leadership effectiveness and performance data and provide insights, guidance and recommendations based on findings. Identify where change is needed and contribute to the development of interventions to improve leadership and team performance. Support leadership capability planning for an organization and execute on strategies and action plans to transform leaders and teams.