Human Resources Business Partner

at  Cayuga Health System

HUMAN RESOURCES BUSINESS PARTNER

Cayuga Health and its affiliates are the region’s leading healthcare system and most trusted providers of integrated health services, empowering our people in our mission to equitably improve the well-being of the communities we serve. Our commitment to providing extraordinary healthcare begins with our team of extraordinary professionals who are continuously discovering clinical innovations and enhancing access to the most up-to-date facilities, equipment, technologies, and research protocols. Cayuga Health’s commitment to our employees includes competitive compensation, comprehensive employee benefits programs, and the opportunity to explore and build a career in healthcare through our many professional development programs.
The Human Resources Business Partner (HRBP) provides consultative support for workforce issues that impact the overall operational strategy for the core business functions of the health system and the assigned client groups. The HRBP serves as the primary point of contact to leaders related to human resource management, policies, procedures, employment law and fundamentals of all core areas of human resources and ensures ease of access to HR deliverables for clients.

REQUIRED SKILLS AND EXPERIENCE:

• Education: Bachelor’s Degree in relevant area, or 15 years’ of proven experience as an HRBP or HR Leader with a strong generalist background; or equivalent combination of education, work experience, and relevant HR-related certifications.
• Experience: Five years as an HR generalist or professional in a specialized role, focused on organizational design, employee relations, compensation, change management, talent management and recruitment/retention activities is required
• Skills, Knowledge, & Abilities: Strong knowledge of HR laws and regulations • Excellent relationship management as well as project management skills • Excellent communicator, high levels of emotional intelligence, able to provide specific guidance to clients while maintaining an environment of collaboration and partnership • Ability to understand business plans and to develop impactful HR solutions in response to those plans • Highly collaborative, able to build strong relationships with HR colleagues to drive results to the clients and HR • Ability to influence employees/leaders at all levels to drive outcomes • Critical thinking and creative problem solving • Demonstrated ability to manage multiple and sometimes competing priorities • Proven team player with excellent interpersonal communication and organizational skills • Strong analytical skills and experience with data analysis, metrics, and reporting • Strong ability to deal with ambiguity and lead others during periods of intense change

PREFERRED SKILLS AND EXPERIENCE:

• Seven or more years as either an HR generalist, manager, or consultant in a complex healthcare organization with demonstrated expertise in at least three functional HR areas is strongly preferred.

LOCATION AND TRAVEL REQUIREMENTS:

• Travel to sites where client groups are located is a requirement of this position
• This position requires heavy interaction with client groups. Hybrid flexibility will be offered with a heavy emphasis on face to face live interactions.

Partners with operational leaders, in collaboration with human resources’ subject matter experts on talent strategies needed to meet the strategic and operational demands of the department. The HRBP will conduct job analysis and consider organizational and job design to develop options for operational leaders to consider.

• Lead HR design and redesign initiatives, including organizational structure development, position description, title structure, recruiting, and compensation alignment with strategic goals.
• Develop and execute HR communication plans to support organizational initiatives, ensuring cohesive HR team collaboration and alignment with common goals.
• Provide expert consultation to client leaders on workforce planning, employee relations, conflict resolution, and policy interpretation, driving effective department operations.
• Analyze workforce needs and trends, utilizing workforce analytics for position forecasting and guiding leadership in succession planning and competency development.
• Collaborate with Organizational Development and HR subject matter experts to support client groups’ operational objectives through tailored strategies and performance improvement action plans.
• Review and interpret HR policies, recommending and implementing process improvements, and educating leaders on creating positive employee environments.
• Utilize workforce and operational data to identify trends, advising on staffing approaches and recruitment plans to meet organizational goals and improve employee engagement.