Sr. HR Business Partner (St. John Hospital)

GENERAL SUMMARY:

Acts as a fully integrated member of the local HR department's business operation and as the System Business Partner (BP) for specific product lines. Provides comprehensive human resource consultation with two focuses:

1. Acts as the System leader for product line(s) supported, including providing BP support for the Senior leader of the product line & leading other BPs system-wide who support local managers in the product line to ensure a consistent and broader based review of consulting provided to the product line.
2. Acts as the local BP for business unit specific departments/leaders supported.

Utilization and analysis of metrics is key, with the express purpose of maximizing the effectiveness of business and human resource processes that promote the organization's mission, strategic objectives, and engagement. The Senior Business Partner is the main point of contact for their client, referring to HR Shared Services Center as needed.

PRINCIPAL DUTIES AND RESPONSIBILITIES:
Supporting the Local Business Unit HR team and Operational Leadership, the individual is responsible for:

Leadership Responsibilities: Leads the "product line" business partner model. Facilitates monthly meetings and acts as a point of contact for other BP's supporting the product line locally, ensuring alignment of efforts, sharing of information, discussion of trends in data and other local issues, and providing system product line updates for planning purposes.

System Responsibilities: Supports senior product line leadership.

Strategic Planning

• Be fully knowledgeable of business issues within assigned area, by participating in the development of strategic plans, staffing levels, and recruitment plans/needs.
• Works collaboratively with leaders to incorporate HR expertise to support and maximize departmental performance and organizational objectives.
• Assists in the development of department and staff goals, maintaining alignment with the System and Business Unit's strategic plan.
• Stays abreast of new business developments and best practices that may facilitate in the accomplishment of organizational goals.

Consulting:

• Regularly meets with assigned operational leaders to receive information regarding specific business challenges, issues, and priorities.
• Monitors and analyzes HR metrics, seeking opportunities and strategies to improve trends in turnover, retention, and key indicators of employee and customer engagement.
• Provides regularly scheduled reports to monitor organizational targets
• Provides insightful analysis of HR metrics and other organization information to make sound recommendations.
• Actively utilizes continuous quality improvement processes to achieve desired results.
• Confers with leadership and/or staff as appropriate, on employee relations issues, matters of particular sensitivity, risk, or compliance management.

Coaching/Mentoring:

• May coach, advice, or provide training to management with the goal to increase their leadership competencies/expertise.
• Drive management's ownership for managing and developing people.
• Drive manager accountability for employee engagement for the business unit, including development and execution of impact plans.

Relationship Management:

• Builds effective working relationships with members of leadership and staff in assigned area.

Business Acumen:

• Stays abreast of new business developments and best practices that may facilitate in the accomplishment of organizational goals.
• Provides Employee Relations support and is knowledgeable of employment law, HR policy and governmental agencies such as EEOC, MDCR, etc.
• Provides council and oversight to ensure compliance with organizational accrediting bodies

Workforce Planning:

• Partner with leadership to understand current and future staffing needs
• Partner with Talent Selection Center of Excellence to develop workforce plans that respond to current and future staffing needs

Change Management:

• Effectively prepare managers to execute change in their departments.
• Provide on-going updates to leadership and employees regarding system-wide HR initiatives.
• Assists with the creation and implementation of new and existing HR policies and procedures.

Other Responsibilities:

• Acting as the leaders' main contact, is responsible for handling or triaging requests to appropriate HR Center of Excellence.
• Assists, as needed and appropriate, with recruitment process for assigned areas. Matching individual's key talents to appropriate jobs.
• Actively promotes inter-disciplinary collaboration and information sharing within and across functional areas.
• Attends and actively participates in conferences, educational programs/workshops; applies acquired knowledge in daily practice.
• Acts as HR Department charge in the absence of department management.
• Provides direction on work assignments, coaching, and mentorship to HR department staff, as appropriate.
• Actively participates as member of assigned HR or Business Unit Committee(s).
• Responsible for the creation, implementation, and monitoring of assigned special projects.
• Other duties as assigned to maintain effective customer service and workflow.