Human Resources Business Partner

Position Summary

The aim of the business partner model is to help HR professionals integrate more thoroughly into business processes and to align their day-to-day work with business results.

The HRBP is a thought leader who aligns HR strategies with business objectives. This role partners with our operations and clinical teams to establish and implement HR initiatives which foster organizational and people development leading toward successful execution of our strategic plan.

Reporting directly to the Director of Human Resources, the HRBP is skilled in building effective partnerships with all levels of employees and has a demonstrated history of implementing successful programs that contribute to the business results.

The HRPB advises leadership in the development of solutions through organizational development and cultural and process‐oriented perspectives. Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis and problem solving.

• Competitive compensation, with annual merit increases
• Company sponsored PPO medical plan and buy-up option, vision, and dental plans
• 403(b) retirement plan with employer match
• Generous time-off policy, and ten (10) paid holidays plus one (1) float holiday
• Company paid life/AD&D and long-term disability policies

• Formulate partnerships across the organization to deliver value added HR services to leadership and associates that help achieve the business objectives of the organization.
• Maintain a high level of business acumen about healthcare operations and FQHC organizations.
• Analyze business unit trends and metrics to develop solutions, programs and policies to improve HR’s contribution to the organization’s goals.
• Provides guidance and input on business unit design, workforce planning and succession planning.
• Provides counsel and support to leaders and/or associates in the administration of Human Resources policies and procedures. May provide resolution of employee relations and performance issues.
• Partners with business unit leaders in the process of performance management, associate engagement survey interpretation and action planning, patient satisfaction strategies, and identification of training and development needs to develop a business unit culture that supports achievement of objectives.
• Utilizes knowledge of Human Resources, legal, and regulatory requirements in conjunction with market best practice to ensure business unit compliance and competitiveness.
• Acts as coach and mentor for leaders and associates.
• Diagnoses and assesses individual, group, department, site or organizational issues by collecting and analyzing data through various methods (qualitative and quantitative). Facilitates, leads and participates in large-scale organizational projects and multidisciplinary teams and to enhance process improvement and cultural change.
• Manages the recruitment process including job posting, candidate screening, interviewing, progress reporting, and new hire orientation.
• Administers compensation programs, benefits and pension programs, workers compensation, and ensuring compliance.
• Assist leadership with the annual performance management program, including leadership consultation and data management to ensure effectiveness, compliance and equity within the organization.
• Promotes workplace diversity through fair hiring practices.
• Designs and implements employee and leadership training including policies, communication, performance management, etc.
• Participates in special projects for HR as needed.
• Communicate with leadership and employees to answer questions, clarify policies and processes, create solutions and resolve issues or conflicts.
• Supports corporate initiatives and communicates to leadership and employees as appropriate.

• Bachelor's degree in Human Resources or closely related field OR equivalent professional human resources experience.

• Healthcare human resources experience desirable.
• Action oriented:
  Enjoys…