HR Business Partner

Purpose of Position: Reporting to the Human Resources Manager, the Human Resources (HR) Business Partner is responsible for developing and executing HR strategy in support of assigned business units and their objectives. Assesses and anticipates HR‑related needs, communicating proactively with HR subject matter experts and management to develop integrated solutions. Formulates partnerships across the HR organization to deliver value‑added service to management and employees that reflects the mission and business objectives of the organization.

Helps to drive HR initiatives related to recruitment, employee engagement, employee relations, performance management, culture, change management, workforce planning, people development and coaching.

• Conducts regular meetings with assigned business units, partnering with management to develop and execute both long‑term and short‑term HR strategies that directly support and enable business objectives;
• Educates and advises management and employees regarding HR policies, processes and practices; ensures that HR policies and collective bargaining agreements are applied accurately and consistently;
• Analyzes trends and metrics in partnership with other HR staff to develop solutions, programs and policies;
• Supports building organizational capabilities while reducing complexity and partnering with business units to maximize team performance;
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations; recommends course of action and ensures consistency and fairness in all resolutions;
• Provides timely, effective and direct coaching to managers and employees, assisting in the development of strong, contemporary leadership skills;
• Maintains in‑depth knowledge of legal requirements related to day‑to‑day management of employees, reducing legal risks and ensuring regulatory compliance. Consults with internal senior legal counsel as needed and required;
• Provides day‑to‑day performance‑management guidance to management (e.g., coaching, counseling, career development, disciplinary actions);
• Works closely with management and employees to improve work relationships, build morale, and increase engagement, productivity, and retention;
• Provides guidance and input on business unit restructures, workforce planning and succession planning;
• Identifies training needs for business units and individual coaching needs;
• Participates in evaluation, monitoring, and delivery of training programs to ensure success;
• Analyzes a variety of data, composes appropriate reports for management and advises in the development and implementation of action plans required based on data analysis;
• Provides ongoing assessment and coaching to managers and employees, and recommends development plans where needed;
• Ensures the availability and acquisition of appropriate talent in the right numbers, with the right skill mix, at the right time and place to meet ongoing organizational needs;
• Serves as the liaison between HR and other administrative departments within the organization;
• Conducts new hire orientations and ensures a thorough assimilation of each employee into their department and the organization;
• Seeks out professional development opportunities and continually upgrades HR technical expertise and consultative skills;
• Performs other duties as assigned;
• Challenges current working practices; identifies process improvement opportunities and presents recommendations and solutions to management. Engages and commits to the organization’s culture of continuous improvement by actively participating, supporting, and promoting CCHC Pillars of Excellence.

• Bachelor’s degree and at least 5 years of HR experience, or equivalent combination of education and experience; PHR or SPHR designation a plus;
• Experience working in a large, fast‑paced organization;
• Experience resolving complex employee relations issues;
• Working knowledge of multiple human resources disciplines, including compensation practices, organizational development, employee and labor relations, performance management, and federal and state employment laws;
• Knowledge of Joint Commission…