The 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.

Essential Functions

Reasonable Accommodations Statement
To perform this job successfully, an individual must be able to perform each key duty satisfactorily. Reasonable Accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

Key Responsibilities:
• Serve as a Business Partner for non-administrative HR related activities for client group.
• 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.
• Maintains HRIS/Payroll/Timekeeping systems for client group, entering pay and status changes, New hires (including some IT Access requests) and termination, transfers, promotions and demotions.
• Coaches 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.
• Generate necessary reports and statistics for management; analyzing trends and metrics.
• Develop solutions to a variety of complex problems.
 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 and recognition initiatives.
• Partner with client management/leadership team and assigned Recruiter to support recruitment and selection, 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.
• Support hiring managers in preparing and executing detailed onboarding plans for new hires.
• 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.
• Lead Performance calibration sessions as part of annual performance review cycle to support pay-for-performance culture.
• Communicate learning and development needs identified through collaboration with business leaders and data analysis to COE partners
• Collaborate with COE L&D in the design and/or delivery of interventions to address departmental, people and change related issues.
• Provide support in the delivery of HR related learning programs (e.g. Dignity & Respect, Diversity & Inclusion, Leadership skill development, etc.
• Participate in facilitating annual Talent Review and Succession Planning processes for client group. Support assessing talent, lead calibration sessions, and ensure appropriate plans are put into action.

Qualifications and Education Requirements

Experience

3+ years of Human Resources experience - Relevant HR experience (HR Adviser, Generalist or Specialist and/or HRIS administration) gained in healthcare related business with multiple stakeholders (including matrix relationships)

Education/Certification

• Bachelor’s degree in Human Resources, business or related field required.
• HRCI and/or SHRM Certification preferred.

Knowledge, Skills, and Abilities

• Human Resource skills and abilities needed to work in a fast paced, progressive HR department.
• Experience facilitating meetings, discussions, and programs (training content)
• Experience coaching local managers to create positive business outcomes.
• Demonstrated ability to work independently and meet deadlines
• Demonstrated ability to collaborate with and influence leaders
• Experience leading and mentoring internal partners to deliver results
• Extensive knowledge of current Human Resources practices, principles, and trends.

General Expectations

Compliance Requirements
• Knowledgeable in Employment Law and Regulations.

Behavior Standards
• Service:
o Patient Centered Customer Service: Genuinely Cares about people
o Cultivates a compassionate environment: Changing lives for the better together
• Quality:
o Clinical and Operational Excellence: A relentless drive to be the best
o Holistic approach: Thinks and acts for the benefit of the whole
• People
o Promotes a collaborative environment: Builds effective working relationships with others
o Identifies & Develops Talent: Prepares others to deliver excellence
• Financial
o Business Acumen: Knows, owns, and drives our business
o Continually Simplifies & Improves: Works to make everything as efficient as possible
• Growth
o Fosters Innovation: Seeks and applies leading edge solutions
o Sets Clear Direction: Tell others where you are going, how to get there, and why

PHYSICAL & WORKING CONDITIONS INVENTORY

Activity
Portion of Shift
< ½ > ½
Stand X
Move about X
Sit X
Talk/Hear X
Ascend/descend X
Bend, Stoop X
Crouch/Kneel/Crawl X
Reach above shldrs X
Reach below shldrs X
Grip firmly X
Taste/Smell X
Balance X
Twist/Reach X
Lift/Carry X
Grasp w/Hands X
Squat X
Keyboarding X

Perform Patient Transfers
Yes No X

Lifting/Carrying Requirements
Portion of Shift
< ½ > ½
Up to 27 lbs X
Up to 51 lbs*
*NIOSH; avg person can lift 51 lbs.
52 – 100 lbs
Pushing / Pulling Requirements
Up to 25 lbs X
Up to 51 lbs
>52 lbs

Hearing
Hear Alarms X
Hear Patient Calls
Hear Communication Equipment
Hear Verbal Instructions X
Hear Machinery

Noise Level
Normal
< 85 dB X Loud
> 85 dB

[PPE] Personal Protective
Equipment Used
Gloves
Face Shield
TB Mask
Goggles
Apron (Lead or Protective)
Lead Collar
Gown

[see PPE Hazard Assessment]

Cognitive Requirements
Reading-Basic X
Reading-Simple X
Reading-Complex X
Writing-Basic X
Writing-Simple X
Writing-Complex X
Math Skills-Basic X
Math Skills-Simple X
Math Skills-Complex X
Clear Speech-Simple X
Clear Speech-Complex X
Clerical X
Memorization X
Analyzing X
Function positively under stressful situations X
Decision Making X
Problem Solving X

Equipment Used
Medical Monitoring
Medication Administration
Electronic Documentation X
Office equipment X
Telephone X
Switchboard Console
Television Monitor
Commer. Kitchen Equipment
Floor Cleaning
Maintenance/Power Tools
Material Handling
Drive vehicle/automobile
Patient Handling Eqpt.
Unit Specific:

Repetitive Motions
Portion of Shift
< 1/2 > 1/2
Foot Control
- Right Foot
- Left Foot
- Both Feet X
Use of Hands/Wrists
- Right Only
- Left Only
- Both Hands X
Vision Requirements
General Vision X
Close Vision (< 20 inches) X
Distance Vision (> 20 feet) X
Color Vision
Peripheral Vision X
Depth Perception
Ability to Adjust Focus X

To apply, visit https://jobs.ardenthealth.com/st-francis-campus/jobs/71876?lang=en-us

Job Posted Until 9/30/22