Reporting to the Manager of Human Capital, the Sr. Human Capital Business Partner is responsible for aligning business objectives with employees and management in an assigned client group(s) or region. The Sr. HCBP consults with managers on Human Capital-related issues. The successful Sr. HCBP will act as an employee champion and change agent while considering the unique needs of the business unit and overall business. The Sr. HCBP anticipates HC-related needs within the assigned business units. The Sr. HCBP maintains an effective level of business literacy about the business unit's financial position, its short- and long-term plans, its culture and challenges. S/he will work on such projects as developing policies and procedures, employee communications and recognition programs, compensation structure and other duties as required.
(May include but are not limited to)
- Executes and reviews the planning, strategic goals, and objectives of the Human Capital department.
- Participates in developing goals/objectives, policies/procedures, and standards company-wide.
- Conducts regular meetings with respective business units and/or their leaders.
- Identifies, seeks and develops recommendations to complex employee relations concerns and trends (i.e., turnover, morale, etc.).
- Provides guidance and input on business unit restructures, workforce planning and succession planning.
- Supports, assists and consults with clients in determining staffing needs, position selections, and corresponding compensation.
- Analyzes trends and metrics in partnership with the HC group to develop solutions, programs and policies.
- Supports and/or oversees new employee orientation program, onboarding and/or other training programs.
- Supports the implementation of on-going recruiting, training, and incentive-based programs designed for employee retention and promoting growth of employees as well as the company.
- Maintains employee records, and reviews actions including annual and merit increases, promotions, transfers, and disciplinary actions.
- Assists in on-site assessment of current jobs to identify areas needing change and/or training.
- Manages and resolves complex employee relations issues conducts investigations with a solid understanding of State and Federal Labor Laws.
- Supports the management of the partnership with our PEO and engages when appropriate for benefits, payroll, employee relations and systems related items.
- Manages and investigates workers compensation claims and work injuries.
- Conducts initial entry interviews for qualified candidates as well as exit interviews with terminating employees.
- Reviews, and makes recommendations for Handbook updates on an annual basis to ensure compliance with statutory regulations, laws, and programs.
- Partners with recruitment team and the business to meet the temporary staffing needs.
- Adheres to the Agency for Health Care Administration's rules and regulations surrounding Clinical staff including monitoring new hire fingerprinting, renewals, and employee roster updates.
- May participate in other projects such as: benefit program review, design; Employee Newsletter; compensation structure development; improvement of new employee orientation, etc.
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- 7+ years Human Resource experience.
- 5+ years dealing with complex Employee Relations issues
- Bachelor's degree (B.A.) from four-year College or university; or five years related experience and/or training; or equivalent combination of education and experience.