The HR Business Partner is tasked with ensuring alignment between the business operations and the HR practices and objectives. Has a keen understanding of the business’s strategy, providing dynamic solutions using experience, data analyses, and organizational agility to guide decision-making. Provides consulting and coaching to departmental leaders and managers in order to support the business’s vision, mission, and overall objectives.
ESSENTIAL DUTIES AND RESPONSIBILITIES
This list may not include all of the duties that may be assigned.
1) Management and Support: The HR Business Partner consults with the business’s leadership and management in order to foster and promote the engagement of the business’s core values at all levels. In this position, the HRBP is the subject matter expert to assist management and leadership in resolving employee relation issues, conducting effective investigations, and recommending action for sensitive and complex situations. The HRBP also coaches the business’s departmental heads and management in performance management processes, compensation and remuneration programs, recruitment practices, and management decision making.
The HRBP also assists leadership and management on progressive discipline of employees as well as employment decisions. Additionally plays a major role in the management of varied projects throughout the business, actively participating in project teams, and implementing initiatives while simultaneously ensuring proper communication and collaboration within business departments, HR, medical offices and executive management.
2) Strategy: In this strategic role, the HRBP facilitates effective implementation of mergers and acquisitions as well as new people management initiatives in different departments and levels of the business as appropriate. Provides support and expertise to multiple regions within an HR shared services model.
Ensures that there is alignment between people management strategies and the existing business’s policies and procedures, updating each as required. In this capacity, the HRBP works closely with HR Management in developing and applying changes to people management strategies, implementing a people cycle, and establishing recruitment and training programs.
3) Workforce Planning: The HRBP develops and executes workforce planning, and HR Leadership development planning. Works with HR Management in developing the people management plans and strategies.
4) Analytics: The HRBP has an analytical role to conduct research, and consistently develop and enforce HR procedures and policies. Analyzes and reports on KPIs and trends related to human capital in the business and uses these findings to develop strategies and solutions to issues that affect the business’s employee relations.
In addition, this role will provide best practices, insight and oversight of the organizations’ Compensation function and Total Rewards strategy.
5) Knowledge and Opportunity: The HRBP maintains a clear and detailed knowledge of the industry trends, best practices, and labor legislation. This guarantees attraction and retention of valuable employees by guaranteeing efficient people management practices within the business leading to employee satisfaction.
6) Other Duties: The HRBP conducts similar duties as deemed fit for the proper execution of duties, and duties as assigned by the Director of HR and C-Suite.
EDUCATION: Associate’s degree required. Bachelor’s preferred.
EXPERIENCE: Minimum 7 years working experience preferably as a HR Business Partner.
CERTIFICATIONS: Appropriate people management qualification such as CCP, SPHR and PHR are highly desirable.
KNOWLEDGE, SKILLS AND ABILITIES
* Knowledge of HR laws and regulations related to the training and recruitment.
* Ability to manage multiple and completing tasks and prioritizes with flexibility, ownership and reliable follow-up.
* Analytical and problem-solving skills.
* Excellent oral and written communication skills.
* Knowledge of state/federal requirements.
* Also important is the ability to communicate effectively with the management team, and at all levels of the organization.
* Proven ability to lead by example and foster mentoring relationships.
* Outstanding verbal, written, multi-tasking and presentation skills.
TYPICAL WORKING CONDITIONS
* Non-patient facing
* Working in an office environment.
* Involves frequent telephone interaction.
* May require sitting or standing for long periods; also stooping, bending and stretching for files and supplies.
* Occasionally lifting files, boxes weighing up to 50 pounds.
* Requires manual dexterity sufficient to operate a keyboard, type at 35 wpm, operate projector, copier, and such other office and training equipment as necessary.
* Must be able to communicate clearly and present to small - large groups.
* It is necessary to view and type on computer screens for long periods and to work in a high volume environment.
Adhere to all organizational information security policies and protect all sensitive information including but not limited to ePHI and PHI (Protected Health Information) in accordance with organizational policy, Federal, State, and local regulations.