Manager HR Business Partners

Reporting to the Vice President of Business Partnerships and Labor Relations, this position is responsible for leading one of the teams of HR Business Partners and Employee and Labor Relations Specialists, ensuring the alignment of labor relations and HR strategy with business objectives. Under direction, and with appropriate partners, ensures the delivery of human resource services consistent with the values, leadership success factors, core competencies and key business objectives of the organization.

Ensure the organization maintains fair and productive relationships with the union leadership while aligning with legal and regulatory requirements.

Brown University Health employees are expected to successfully role model the organization’s values of Compassion, Accountability, Respect and Excellence, as these values guide our everyday actions with patients, customers and one another.

In addition to our values, all employees are expected to demonstrate the core Success Factors which tell us how we work together and how we get things done. The core Success Factors include:

Instill Trust and Value Differences

Patient and Community Focus and Collaborate

In addition, our leaders will demonstrate an aptitude for:

Ensure Accountability and Build Effective Teams

Drive Vision and Purpose and Optimize Work Processes

By applying core and leadership competencies, leaders help Brown University Health achieve its strategic goals.

RESPONSIBILITIES:

Leadership:

• Responsible for leading a team of direct reports to implement and execute strategies that drive the delivery of team-based, customer-focused human resource services through the development of positive and collaborative working relationships with senior executives, managers, employees and other key customers.
• Interviews, hires, orients, assigns work to, evaluates, supervises, and regularly communicates with and prepares performance standards and development plans for team members.
• Manage team by providing guidance, coaching and leadership on complex matters including employee and labor relations issues and union contract interpretation.
• Provides leadership in the communication and application of the human resources management philosophy, policies, procedures, and practices.
• Develop and implement strategies to foster positive labor relations and mitigate potential conflicts.

Strategy and Workforce Engagement:

• Contributes to the overall business strategy and its execution by collaborating with senior business leaders and labor partners to identify, prioritize, and build organizational capabilities, define, and structure human capital talent and drive the implementation of value-added, high quality human resources programs and priorities.
• Serves as a change agent and champion for the rollout of company-wide talent-related strategies and initiatives that support the success of the organization’s growth, drives business results, and reinforce a collaborative, aligned, and engaged culture.
  
  Provides guidance to management on the principles and techniques of fostering, recognizing, and rewarding desired workplace behaviors.
• Assesses and identifies potential organizational or operational changes likely to have significant effects on the organizational structure and/or culture.
• Monitor and analyze human capital data and provide proactive consultation to address potential business issues.
  
  Develop and maintain productive relationships with leaders to address and resolve issues and proactively implement effective workplace practices.
• Provide coaching to leaders and individuals to support high levels of productivity and engagement within the business.
  
  Collaborates with leaders to assess organizational needs and deliver solutions aligned to sustained improvement in employee engagement and retention.
• Guides in the formation of business plans and the human capital implications of workforce planning.
• Serves as a role model, develop strategies that promote high levels of client service.
• Employee and Labor Relations:
  
  Develops HR programs, tools, and resources, incorporating best practices from field operations, to serve as resources for the field and support the creation of alignment,…