SUMMARY:

The Human Resources Business Partner (HRBP) is responsible for delivering exceptional HR services across defined organizational unit(s) in alignment with organizational objectives. Serves as an extended leadership team member to management, actively engages in the facilitation of solutions to business challenges, and influences positive change. Increases organizational effectiveness and delivers solutions that retain and develop talent. Ensures management and employees have the support and guidance they need in order to be successful.

1. Assesses, evaluates, and identifies areas for management development/improvement to optimize the current and future operational performance of the unit, including influencing positive outcomes. Coaches managers to encourage ongoing expansion of management capabilities, collaboration, change management, and competency of critical healthcare leader attributes.
2. Leverages annual processes to identify opportunities to improve organizational structures, address competency and performance gaps, support the development of top talent, and plan for the future. Partners with management to maximize the completion of annual and ongoing performance management, compensation planning, and succession planning.
3. Understands the unit and organization�s business strategies and challenges, and applies human resources strategies and programs to facilitate achievement of the unit�s business goals.
4. Implements best in class human resources planning in alignment with employer of choice initiatives. Develops and delivers against comprehensive people plans, which translate the strategic and tactical business plans into HR operational plans.
5. Actively participates in the sourcing of management roles and the selection of exceptional talent.
6. Oversees a highly effective, fair, and consistent employee relations program for the assigned unit. Partners with Employee Relations resources to ensure that issues are addressed in a timely manner through a comprehensive, thorough, and objective investigation and resolution process. Coaches managers on the effective resolution of conflict, and how to foster a positive working environment.
7. Manages relationships with union representatives to provide proactive resolution of issues. Ensures that labor contract provisions are applied accurately and consistently. Serves as a key organizational representative at Labor Management meetings.
8. Identifies needs within the assigned unit and partners with HR Leadership to develop and deliver programs including training, development, competitive pay, and creative staffing.
9. Analyzes and works with data to understand positive and negative drivers of business issues, employee engagement, retention, and diversity. Proposes plans to address current and future challenges in response to data analysis.
10. Fosters open and transparent organizational communication, ensuring that key business and human resources information is widely shared in a format and method focused on the needs of the employee.
11. Participates in system-wide projects and/or processes that directly impact the ability to deliver exceptional service at all levels of the organization.
12. Fulfills all compliance responsibilities related to the position. Identifies opportunities for policy improvements.
13. Other duties as assigned
    Education: BACHELOR’S LVL DGRE