As a strategic partner, the Manager-Human Resources aligns business objectives with employees and management in designated departments, facilities, markets and/or divisions. The Manager-Human Resources serves as an evidence-based consultant to management on Human Resource related issues, including but not limited to employee relations, labor relations, performance management, training, policy application, organizational development, workforce planning, ADA interactive process and compensation. The ManagerHuman Resources will partner with the leadership team to understand and execute the organizations human resource and talent strategy. The Manager-Human Resources will proactively communicate needs to the HR department, colleagues within the Centers of Expertise (CoE) and management. The Manager-Human Resources seeks to develop integrated solutions and is a change agent and champion for new HR initiatives and programs. The Manager-Human Resources may manage the HR team as assigned and formulates partnerships across the HR team and CoE to deliver value-added service to management and employees that reflect the strategic business objectives of CommonSpirit Health.

Essential Functions:

• Strategic Alignment - Partner with clients to understand and assess business direction based on the local Market & CommonSpirit Health’s Strategic Plan. Create specific business plans in support of HR-related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with leadership to regularly interpret results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.
• Employee Relations – Partner with and serve as a resource to employees, management and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage and facilitate the equitable resolution of job-related complaints and concerns.
• Labor Relations - Provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
• Performance and Leadership Coaching - Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focus on development, collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.
• Culture – Integrate culture standards consistent with the CommonSpirit Health’s mission, vision and values into business unit/facility/market/division practices and processes to ensure all employees experience and engage in supporting the desired work culture. Understands and promulgates approaches that lead to a positive, desired work culture. Applies results of culture diagnostic tools, e.g., My Culture to help craft appropriate plans for addressing culture development needs identified in the business unit/facilities/markets/divisions served.
• Centers of Expertise (CoE) Utilization - Collaborates with CoEs to support the accomplishment of business goals, objectives, and outcomes; Identifies business unit/facility/service line needs to CoE partners for program and resource solutions that support effective people management and operational performance. Assists CoE with the implementation of programs/initiatives to increase awareness and understanding by employees and leaders. Works with CoE partners to develop, implement, and improve processes for engagement and communication between the CoE and Business Partners that ensure the effective utilization of the CoEs on an ongoing basis.

Functional Competencies:

• Accountability – Creates a culture of accountability and expectations of excellence for themselves and others. Ensures timely feedback is provided regarding team and individual progress on projects/goals. Takes responsibility for decisions that impact performance and outcomes. Consistently follows through on commitments and delivers on promises.
• Change Leadership – Takes personal ownership and is a champion for leading change within the organization. Creates the business case, obtains sponsorship, removes barriers and enlists resources to achieve established goals.
• Trusted Advisor – Demonstrates a deep trust and respect for others, maintains confidentiality. Ensures decisions are ethical and align with our mission, vision and values. Serves as a trusted advisor to leadership and staff.
• Coaching & Developing – Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides direct honest feedback, even when difficult.
• Employment & Labor Law - Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees. Maintains current knowledge of relevant State and Federal laws, legal rulings and regulations. Consults counsel from our legal partners when necessary.
• Business Acumen - Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/market/division being served. Uses analytics to become an evidence based strategic business partner.
• Flexibility – Flexible and adaptable to the changing needs of the regulatory environment, organization, and business needs/requirements.

• Bachelors required and 5-7 years HR or leadership experience required or; 
• Masters with relevant experience; equivalent deducation and/or experience; experience through certifications required. 
• HR experience should encompass generalist experience or at least 2 or more areas of specialty, e.g., compensation, benefits, employee/labor relations, talent acquisition, etc required. 
• Demonstrated employee relations experience with a working knowledge of recruitment, training delivery, benefits and compensation theory/administration required. 
• Professional in Human Resources (PHR) or; Senior Professional in Human Resources (SPHR) or; SHRM Cert Professional (SHRM-CP) preferred.