Lead HR Business Partner; Hybrid

Lead HR Business Partner

Chicago, IL (Hybrid)

The American Medical Association (AMA) is the nation's largest professional Association of physicians and a non-profit organization. We are a unifying voice and powerful ally for America's physicians, the patients they care for, and the promise of a healthier nation. To be part of the AMA is to be part of our Mission to promote the art and science of medicine and the betterment of public health.

At AMA, our mission to improve the health of the nation starts with our people. We foster an inclusive, people-first culture where every employee is empowered to perform at their best. Together, we advance meaningful change in health care and the communities we serve.

We encourage and support professional development for our employees, and we are dedicated to social responsibility. We invite you to learn more about us and we look forward to getting to know you.

We have an opportunity at our corporate offices in Chicago for a Lead HR Business Partner on our Human Resources team. This is a hybrid position reporting into our Chicago, IL office, requiring 3 days a week in the office.

This position will partner with leaders of assigned business units by integrating/aligning HR strategies and business initiatives while providing value added HR solutions. Consult with assigned leaders. Interpret and deploy human resources programs to designated client groups. Involved in the development, implementation and refinement of HR programs with a focus on continuous improvement. Build strong collaborative relationships and tactfully holds a dual role as an employee advocate and an extension of management.

RESPONSIBILITIES:

HR Business Partner

• Serve as a subject matter expert/consultant to assigned business units
• Design, develop and implement medium to long-term HR strategies and equitable solutions to address client needs.
• Contribute to the development of the business strategy by partnering with business leaders to identify, prioritize and build organizational capabilities, competencies, skills and processes.
• Provide recommendations and guidance to business leaders on reorganizing business unit structures, workforce planning, talent reviews and succession planning.
• Partner with business leaders on enterprise programs including performance management, compensation, talent management, engagement, training, and development.
• Drive change through the business and its HR programs utilizing change management tools.
• Act as a trusted advisor to senior management by building and establishing effective, consultative relationships.
• Conduct thorough and objective investigations involving allegations of discrimination, harassment, and retaliation following legal and industry best practices.
• Engages with the Office of General Counsel (OGC) as needed.
• Employee Relations

Handle ADA accommodations.

• Pro-actively identify issues, risks and/or concerns and offers advice on how to address, eliminate or mitigate risk.
• Provide advice and coaching to senior managers and employees and make recommendations and ensure appropriate action is taken.
• Partner with HR colleagues as needed

Internal Collaboration

• Collaborate and build effective relationships with other members of the HR team to facilitate timely delivery of Human Resources services, including Inclusion and Impact, Talent Acquisition, Organizational Development and Learning, HRIS, Benefits and Compensation and Operations team.
• Address training and development needs, employee issues, compensation structures, benefit-related inquiries and issues, system issues, on-boarding and recruiting needs.
• Lead or join committees or resource groups to develop, implement and/or administer HR programs and policies for the organization.
• May include other responsibilities as assigned

REQUIREMENTS: