Senior HR Business Partner

J  o  b    D  e  s  c  r  i  p  t  i  o  n

          Joy                         Care                      Competence                    Respect

Position Summary

The Senior HR Business Partner is responsible for aligning strategic business objectives with leadership in designated ministry, service lines, and/or functional areas and will act as a consultant to leaders on complex human resources issues. Serves as the primary point of connection between the HR functions and business leaders, providing expert insights in order to deliver targeted and efficient HR programs and services that drive measurable value.  The Senior HR Business Partner responsively translates current business trends and competitive markets into internal decisions and serves as a mentor to other HR Business Partners.

Bachelor's degree in human resources, business, or other relevant degree is required.

Master’s degree in Human Resources, Business, or related field is preferred.

H.S. Diploma or equivalent plus five years of experience as an HR Generalist or HR Business Partner, preferably in healthcare, may be considered in lieu of a Bachelor’s degree. 

5 years of experience as a HR Business Partner, Generalist, or related position operating in a complex business environment which may have included interpreting and applying HR policies, procedures, programs, advising on business strategy or related is required.

At least 3 years of progressively responsible experience partnering with senior leadership or equivalent is required.

Healthcare experience is strongly preferred.

PHR/SPHR, SHRM-CP/SHRM-SCP, or sHRBP certification is preferred.

Demonstrates excellent oral and written communication skills.​

Able to effectively execute organizational strategies, measure progress and commit to continually seeking opportunities for process improvement. ​

Effectively coach leaders to ensure high performance while focusing on maximizing operational goals and strategy success.​

Strong knowledge in data analytics and financial acumen. ​

Proficient problem-solving and decision-making skills with the ability to lead large projects.​

Knowledge expert on employment laws at the local, state, and federal levels; knowledgeable on company policies and procedures.​

Ability to partner, build strong relations, and influence across all levels of leadership. ​

Works collaboratively with the assigned leaders of the business on strategy and human capital matters including, but not limited to, operations, development and workforce planning. Collaborates with leaders on leadership development, performance management and implementation of system strategy.​

Assists in the development of programs meant to promote colleague engagement, satisfaction, and retention with the organization.​

Enables leaders, based on the strategic plan and future direction, to develop and execute talent actions plans as an outcome of knowing organizational capabilities, talent implications, and identified gaps or surpluses of talent. Prepares leaders for talent review discussions and facilitates quarterly talent check-in meetings to ensure business follows through on talent commitments and strategies.​

Advises leaders with developing the appropriate staffing model for their areas of responsibility. Facilitates workforce planning and performance analysis sessions with leaders. ​

Leverages data and analytics to analyze trends and assist leaders with driving insights; performance coaches and develops leaders to translate strategic intent into measurable results for their teams and empowers leaders to identify, develop and reward high performance.​

Serves as a senior resource and mentor for other HR Business Partners.​

Engages leaders to improve communication and collaboration in a matrixed environment, build morale, and increase retention.

Provides analysis and coaches leaders on colleague surveys, focus groups, or exit interviews. Evaluates these information sources, identifying retention and colleague relations challenges. Presents trends and partners on action steps to senior leadership.

Provides primary support and coordination of mergers and acquisitions with respect to cultural due diligence and integration. Consults with designated teams/business units to provide HR guidance and help align business objectives with colleagues.​

Recommends, advises and implements organizational changes tied to business strategy.

Serves as a liaison between the business and the HR Centers of Excellence to assess the human resources needs in areas such as performance management, colleague relations, talent acquisition, compensation, and leadership development.​

Provides facilitation of leadership development programs and other training to promote growth and development of HSHS leaders and colleagues.

Serves as a project lead on System-wide HR and/or operational projects.​

Provides input, edits, and designs job descriptions in partnership with operational leaders to design roles that meet organizational/department goals and objectives.​

Serves as the primary point of contact for regulatory surveys and compliance related matters.​

Leads the coordination around information and data collection per Legal’s request. ​

Possess the information, skill, and understanding of the work to be performed.  Actively participates in continuing education opportunities and maintains certifications, licensure as appropriate.

Abides by all safety requirements including demonstrating proper hand hygiene and wearing of Personal Protective Equipment (PPE), if applicable. 

Complies with all standards, policies and procedures including dress code, attendance and punctuality.  Attends required in-services and meetings and completes all mandatory competencies by deadline. Commits to keeping all patient, student or colleague information confidential and maintains ongoing communication and collaboration with team members. 

The purpose of this job description is to provide a summary of the major responsibilities performed by colleagues in this position. Colleagues may be requested to perform tasks other than those specifically presented in this job description.  Variances in job duties performed may exist between facilities, and colleagues may perform other related duties as assigned to meet the needs of the organization.

PHYSICAL, MENTAL AND ENVIRONMENTAL REQUIREMENTS

Physical, Mental and Environmental Requirements Category:

Administrative

Standing

X

Walking

X

Sitting

X

Lifting

X

20 lbs.

Carrying

X

20 lbs.

Pushing

X

20 lbs.

Pulling

X

20 lbs.

Climbing

X

Balancing

X

Stooping

X

Kneeling

X

Crouching

X

Crawling

X

Reaching

X

Use of Hands/Dexterity

X

Talking

X

Hearing

X

Eye/Hand/Foot Coordination

X

Extreme Cold

X

Extreme Heat

X

Humid

X

Wet

X

Noise

X

Hazards

X

Temperature Change

X

Atmospheric Conditions

X

Vibration

X

Other