Senior HR Business Partner

11 - 15 years experience  • 

Salary depends on experience
Posted on 05/18/18
11 - 15 years experience
Salary depends on experience
Posted on 05/18/18

Look for more than answers.  Patients and Physicians rely on our diagnostic testing, information and services to help them make better healthcare decisions. These are often serious decisions with far reaching consequences, and require sensitivity, tact and a clear dedication to service. It’s about providing clarity and hope.

You will work for the world leader in the industry, with a career where you can expand your skills and knowledge. You’ll have a role where you can act with professionalism, you can inspire colleagues, and you can care about the work we do and the people we serve.

At Quest, we are on a continuous journey of discovery and development. It’s this attitude that has made us an industry leader and the #1 Diagnostic Lab in the US. For those joining us, we offer exciting and fast moving career opportunities where you can affect change at a rate unheard of in many organizations of our size and scope. While we invest in and develop technology to drive our innovations, our ongoing success relies on our people.

We are currently looking for an Senior HR Business Partner to support our Medical QA and Process Improvement Group (QMS), they will have line of sight to HR Projects, Acquisitions and  help drive HR engagement on company lead projects.  This position can sit in Tampa FL or Atlanta GA. 

Purpose Statement: 

Strategic consultative partner to Director of QMS (Process and Continuous Improvement) and Regional Medical Director; accountable for understanding the external and internal business landscape, identifying business opportunities, and using workforce analytics and insights to translate the business agenda into talent and organizational plans. As a member of the functional leadership team in the region, the HRBP will build relationships and leverage strong influence and execution skills to bring strategic plans to life to build organizational capability and deliver tangible business results. The HRBP will bring the full suite of HR capabilities and services to the business by leading across HR Centers of Excellence and an HR Service Center to deliver solutions.  The HRBP will also be responsible for managing HR special projects and integration activities that result from business development, acquisitions and other new business.

Key Accountabilities

Strategic Positioner

  • Interprets external and internal business context, understands internal business operations and dynamics

  • Diagnoses challenges impacting teams and individuals’ ability to be successful and identifies appropriate solutions using critical-thinking skills, coupled with insights from data and relationships,

  • Identifies gaps in existing business needs future business outcomes and articulates a clear vision for the future

  • Translates stakeholder expectations and business plans into talent and organizational plans by consulting with leadership

     

    Credible Activist

  • Builds strong relationships with assigned clients and others in cross-functional organizations. Navigates the organization effectively and leverages relationships to influence positive change.

  • Is a trusted advisor, credible in HR expertise, and consistently delivers against commitments

  • Challenges others and is comfortable engaging in healthy debate in order to drive increased business performance

  • Brings meaningful discussions to bear and facilitates healthy dialogue across leaders and teams

  • Serves as an executive coach providing guidance and consultation to leadership

  • Is an advocate for both the business agenda and employees, operating with strong integrity around creating an inspiring workplace where employees can reach their fullest potential

     

    Culture and Change Champion

  • Drives a culture of high performance

  • Effectively embraces change and leverages change management tools to prepare and lead others through change

  • Drives cultural change associated with strategic integration across locations and functions

  • Increases two-way interactive dialogue between leaders and employees at all levels

  • Drives a culture of continuous improvement where front-line employees serve as a rich source of innovative improvements that result in operational excellence and streamlined jobs

  • Drives cross-training such that front-line jobs are enriched with learning, skill development and challenge

  • Facilitates communication, collaboration and healthy conflict within and across departments

  • Facilitates a culture of personal accountability and high performance

  • Fosters an environment of inclusion and of valuing diversity

     

    Human Capital Advocate

  • Advocates for talent; develops leaders and employees

  • Ensures development of technical talent in support of the business agenda

  • Understands the external competitive landscape for specific capabilities/skills and proactively plans long-range talent  attraction and retention efforts

  • Understands internal workforce succession and opportunities and proactively designs succession and talent movement plans

  • Leads across HR Centers of Excellence such as, Total Rewards, Talent Acquisition, Organizational Effectiveness & Development, D&I, Employee Relations and HR Service Center to deliver human capital plans

     

    Analytics Interpreter

  • Effectively interprets workforce, business and financial data to draw meaningful insights that inform  and drive people strategies, decisions and actions

  • Leverages data to understand effectiveness of current workforce solutions, makes recommendations to improve solutions or engage in new solutions

  • Uses analytical skills and a data driven approach to provide insights into the organization and improve decision making related to employee programs/initiatives that will attract, engage and retain key talent

  • Collect, manipulate and analyze large sets of data from multiple sources to identify trends, connect findings, and make cohesive and creative recommendations that support the organization’s goals.

     

  Job Requirements

Incumbent should possess the knowledge, skills and experience usually obtained by:

  • BA/BS in HR or related field; Master’s degree strongly preferred (MBA, MA in Organizational Development, HR or related field)
  • SPHR certification preferred
  • Strong project management and data analytics skills and experience
  • QMS Bronze Certification preferred (internal candidates)
  • Proficiency in MS Office products
  • Highly effective leadership and strategic influencing skills
  • Ability to work effectively with mid-level to senior members of the organization
  • 10-15 years Human Resources experience, including a demonstrated track record of success in an HRBP and/or OD (Organizational Development capacity
  • Ability to travel 10 - 30% of the time (varies by assignment)

 

Leading Quest Capabilities:

  • Know the business
  • Focus on the customer
  • Promote strategic alignment
  • Collaborate with others
  • Communicate openly and transparently
  • Continuously develop self and others
  • Drive superior performance
  • Demonstrate agility in decision making
  • Accelerate and embrace change

 

Differentiating Competencies:

  • Strategic Thinking

  • Dealing with Ambiguity

  • Influencing

  • Organizationally Astute

Applies:

  • Total Rewards

  • M&A

  • Org Assessment, Intervention

  • Business & Market Intelligence

  • Organizational Design

  • Capability Building

Exhibits Proficiency:

  • Talent Acquisition

  • Talent Management

  • Data Analytics

  • Diversity and Inclusion

  • Coaching

All requirements are subject to possible modifications to reasonably accommodate individuals with disabilities. Quest Diagnostics is an Equal Opportunity Employer: Women / Minorities / Veterans / Disabled / Sexual Orientation / Gender Identity.

req6950 

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