Job Summary and ResponsibilitiesAs a strategic partner, the Senior HR Business Partner (Sr HRBP) aligns business objectives with employees and management in designated departments, facilities, markets and/or divisions. The Sr HRBP may be assigned division-wide projects and initiatives. The Sr HRBP 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 Sr HRBP has responsibility for larger sized facilities and/or multiple locations/facilities that are higher in complexity and scope. The Sr HRBP will conduct assessments and anticipate HR-related needs within their respective client groups making recommendations and developing plans including goals and priorities. The Sr HRBP will proactively communicate needs to the HR department, colleagues within the Centers of Expertise (CoE) and management. The Sr HRBP seeks to develop integrated solutions and is a change agent and champion for new HR initiatives and programs. The Sr HRBP 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. The Sr HRBP may serve as a mentor to HR Assistant(s), HR Coordinator(s) and HRBP(s) staff.
To excel in this role, you recognize that people are our most valuable asset and the key driver of our success, and you consistently promote diversity while fostering an inclusive environment through compassion and cultural sensitivity.
- 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:
Job RequirementsRequired
- Bachelors Other and 3 years HR or leadership experience, upon hire or
- minimum of 5 years HR or leadership experience in the discipline or
- Masters Other and (With relevant experience; equivalent education and/or experience; experience through certifications.), upon hire and
- 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. and
- Demonstrated employee relations experience with a working knowledge of recruitment, training delivery, benefits and compensation theory/administration.
Preferred
- Professional in Human Resources, upon hire or
- Senior Professional in Human Resources, upon hire or
- SHRM Cert Professional, upon hire
- Healthcare experience
