HR Business Partner

Description

Become part of an inclusive organization with over 40,000 teammates, whose mission is to improve the health and well-being of the unique communities we serve.

The HR Business Partner (HRBP) position is responsible for aligning business objectives management in designated business units. The HR Business Partner role functions as a strategic liaison between the business and Hospital HRBP Division. Helps coordinate and implement HR activities for assigned client areas to align with the organizational strategy and goals. Provide the focal point to deliver human resources solutions in partnership with HR specialty areas.

Build and maintain effective working relationships across the client groups as well as within the HR team. This position is mainly remote but requires at least 10 percent onsite presence. Preferred qualifications include excellent written and verbal communication skills, strong data analysis abilities such as collecting, organizing, and interpreting HR or operational data to identify trends, risks, and opportunities, and the capability to translate data into clear insights, recommendations, and actionable plans for leaders.

Proficiency with Microsoft Office, particularly in Excel (sorting/filtering, formulas, pivot tables, and charts), and PowerPoint (developing clear, visually effective presentations for leaders and teams) is preferred. Experience using dashboards or analytics tools to monitor HR and operational metrics, supporting or leading process improvement, standardization, or change management initiatives, and designing or delivering leader-facing presentations, trainings, or toolkits is advantageous. A professional HR certification, such as PHR, SPHR, SHRM-CP, or SHRM-SCP, is a plus.

• 1. Developing effective working relationships. Provides advice and coaching to leaders and employees as appropriate. Equip people managers with tools and knowledge to effectively manage their teams in alignment with organizational plans.
• 2. Research, develop and implement HR initiatives to support people strategies, using expert knowledge of the client area. Contribute to the delivery of business area Key Performance Indicators.
• 3. Identify individual and collective learning and development needs and provide to the HR specialty area for action. Proactively gain client feedback to support HR specialty areas to improve service levels and alert HR areas where an issue/project may impact other areas.
• 4. Maintain a representative caseload involving a wide range of employee relations issues including complaints and issues leading to formal grievances. Develop appropriate employee relations plans and interventions. Effectively investigate claims/charges, review all pertinent facts and information without expanding the scope of the investigation unnecessarily, advise employees and managers on application of policies and procedures to effect a timely and satisfactory resolution.
  
  Conduct at least one follow up review in every case to determine if the implemented resolution was successful. Accurately document the relevant contacts and issues immediately. Analyze information about workforce trends and utilization, policy and procedure implementation, and compliance with all legal requirements including but not limited to EEO, ADA, and FMLA.
• 5. Work in partnership with the assigned client area to manage employee relations issues. Build management responsibility and capability for managing ER issues and improve the effectiveness of employee consultations. Support business area with disciplinary/grievances and other employee issues where specific business area knowledge is essential.
• 6. Provide both transformational advice and transactional support that delivers best practice HR solutions to support the business area in conjunction with specialty HR areas.
• 7. Drive all HR initiatives within client groups including performance appraisals, merit increase process, incentive process, restructures, learning & development programs, change management initiatives, succession planning, etc.
• 8. Embed a performance management culture within the business area as a means of driving business…