Human Resources Business Partner

at  Compassus

POSITION SUMMARY

The Human Resources Business Partner is responsible for modeling the Compassus values of Compassion, Integrity, Excellence, Teamwork, and Innovation and for promoting the Compassus philosophy, using the 6 Pillars of Success as the foundation. S/he is responsible for upholding the Code of Ethical Conduct and for promoting positive working relationships within the company, among all departments, and all external stakeholders. The Human Resources Business Partner consults with divisional/regional leadership in areas of organizational design and development in support of the business strategy. S/he facilitates organization and leadership development efforts, working with leaders and individual contributors to identify and address root causes of human resources issues. S/he ensures compliance with corporate policy at the business unit or division level.

EDUCATION AND/OR EXPERIENCE

• Bachelor’s degree in Human Resources highly preferred.
• Five (5) to seven (7) years of HR or healthcare back office experience preferred.

SKILLS

• Mathematical Skills: Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percentage.
• Language Skills: Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from leaders, colleagues, investors, and external parties. Strong written and verbal communications.
• Other Skills and Abilities: Ability to understand, read, write, and speak English. Articulates and embraces hospice philosophy.

• Consults with business leaders on talent, leadership, business strategy, organization development, rewards, and culture.
• Directs the efforts of others in the achievement of the strategic and operational objectives of the group.
• Identifies and shares root causes of human resources issues with relevant HR functions to shape HR programs and policies.
• Scans and benchmarks the marketplace to identify and leverage best practices and trends to influence the business and HR agenda.
• Acts, and is viewed, as a strategic business partner, change agent, and member of the line leadership staff.
• Selects, develops, and evaluates team members to ensure the efficient operation of the organization.
• Develops and drives company-wide programs and initiatives (e.g., rewards and recognition reviews, workforce planning, culture, and organizational change).
• Manages escalations and dispute resolutions through company programs and policies.
• Triages/intakes team member concerns; ensure issues are properly documented before referring to the appropriate party for resolution. Follows up to ensure resolution is reached.
• Provides guidance and coaching to Operations in the delivery of pay practices.
• Reports performance metrics for the HR team.
• Responds accordingly to subpoenas and requests from external entities/agencies.
• Interfaces with outside vendors.
• Coordinates with internal departments closely to solve team member issues.
• Responsible for project management coordination to include tasks related to performance management administration, open enrollment annual process, and other initiatives.
• Follows up on team member benefit issues/questions, 401(k) issues/questions, and benefit and ACA audits throughout the year.
• Creates, edits, and tracks employment documents and forms.
• Recommends new approaches, policies, and procedures to effect continual improvements in the efficiency of the department and services performed.
• Performs other duties assigned.