Human Resources Business Partner

at  Ardent Health Services

Overview:
Ardent Health Services (AHS) is a national health care services company headquartered in Nashville, TN. Through its subsidiaries, Ardent owns and operates nearly 200 sites of care. Our subsidiaries own and operate hospitals and multispecialty physician practices in six states. Ardent includes 30 hospitals, 4,423 patient beds, 23,000 employees, and 1,700 employed physicians. Within the industry, we are noted for recognizing that every hospital is as unique as the community it serves. This in-depth understanding of how health care works at the local level is one of our great strengths.

POSITION SUMMARY

The Human Resources Business Partner (HRBP) partners directly with managers and directors and their respective teams to drive results based on business strategy and objectives. The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management. The position collaborates across the HR function to deliver value-added service to management and employees that reflects the business objectives of the facility, market, and region. The HRBP is expected to demonstrate a solid understanding of the facility’s financial position, labor market demands, and operating landscape and use this knowledge to guide people-related decisions and plans. In addition, the HRBP will also support/deliver on enterprise-wide HR related projects and activities. The HRBP role is responsible for creating HR agendas that align with corporate HR strategies and supports local interests and conditions.

Responsibilities:

• Provide timely and effective support, advising and coaching management and director levels of management on the consistent interpretation and implementation of HR policies, procedures and systems across a wide range of HR areas.
• Understand business objectives and support goals through the effective application of talent management practices
• Serve as a consultant/trusted advisor in resolving departmental, people and change related issues.
• Coach business leaders on HR policies and processes, inclusive of talent planning, development, federal and state level employment practices, and performance management
• Support departmental decision making through the understanding and interpretation of people/talent related data and analytics. Use data to inform and solve business challenges.
• Serve as first point of contact for Recruiters with requisition management support needs including supporting the hiring manager in preparing and submitting updated job descriptions for compensation review.
• Contribute to the development of new, and expansion of existing, employee engagement initiatives.
• Partner with client management/leadership team and assigned Recruiter to support recruitment, selection, and offer negotiations, as needed, of top talent
• Onboard new leaders with a detailed review of current talent and performance of team, employee engagement, and talent acquisition in progress.
• Partner with and support managers and directors on performance management processes, including goal setting, employee performance improvement plans, employee relations issues, and providing advice on related employment legislation.

Qualifications:

EDUCATION & EXPERIENCE:

• Bachelor’s degree
• 3+ years of Human Resources experience - Relevant HR experience (HR Advisor, Generalist or Specialist) gained in healthcare related business with multiple stakeholders (including matrix relationships)
• Experience facilitating meetings, discussions, and programs (training content)
• Experience coaching local managers to create positive business outcomes.
• Experience leading and mentoring internal partners to deliver results

KNOWLEDGE, SKILLS & ABILTIES:

• Demonstrated ability to work independently and meet deadlines
• Demonstrated ability to collaborate with and influence leaders
• SHRM certified and/or extensive knowledge of current Human Resources practices, principles, and trends

• Provide timely and effective support, advising and coaching management and director levels of management on the consistent interpretation and implementation of HR policies, procedures and systems across a wide range of HR areas.
• Understand business objectives and support goals through the effective application of talent management practices
• Serve as a consultant/trusted advisor in resolving departmental, people and change related issues.
• Coach business leaders on HR policies and processes, inclusive of talent planning, development, federal and state level employment practices, and performance management
• Support departmental decision making through the understanding and interpretation of people/talent related data and analytics. Use data to inform and solve business challenges.
• Serve as first point of contact for Recruiters with requisition management support needs including supporting the hiring manager in preparing and submitting updated job descriptions for compensation review.
• Contribute to the development of new, and expansion of existing, employee engagement initiatives.
• Partner with client management/leadership team and assigned Recruiter to support recruitment, selection, and offer negotiations, as needed, of top talent
• Onboard new leaders with a detailed review of current talent and performance of team, employee engagement, and talent acquisition in progress.
• Partner with and support managers and directors on performance management processes, including goal setting, employee performance improvement plans, employee relations issues, and providing advice on related employment legislation