Director, HR Business Partner - Regional Shared Services

Director, HR Business Partner
- Regional Shared Services

Our new name signals our bold commitment to health and wellness. At our core, we are here to help people be well so they can live their healthiest life possible. Through health care and health coverage, we create more value. Through compassion, collaboration, clarity, curiosity, and courage, we make anything and everything possible. Through our people, we care for the whole person with respect, dignity, and love.

Everyone deserves opportunities and resources for better health. Everyone deserves our relentless pursuit to innovate and always do better. Everyone deserves to have a community be a great place to live, work, learn, and play. We believe health and well-being should be within reach for all. We believe the system to support the entire health and wellness journey starts with prevention.

We believe that together we will make a difference. Together, we are here to make health better for everyone. Together, we are Corewell Health.

The Director, HR Business Partner
- Regional Shared Services is responsible for the development and the execution of the human capital components of the strategy for a specific entity or for service line(s). This leader is the primary point of connection between the HR functions and business leaders, providing two-way insights in order to deliver targeted and efficient HR programs and services that drive measurable value.

The Director, HR Business Partner act as a trusted advisor and strategic thought partner to leaders. Make or influence talent decisions including recruiting, training, development, succession, and performance management to support our human capital strategies. Will responsively translate current business trends and competitive markets into internal decisions and actions. The Director, HR Business Partner responsible to understand the culture, design change management initiatives to promote desired cultural assimilation, and drive high business performance.

Promote a strong team member experience including proactive communications, engagement initiatives, and workforce analytics. Coaches and develops leaders to translate strategic intent into measurable results for their teams and empower leaders to identify, develop, and reward high performance. The Director, HR Business Partner leads HR team/individual by effectively coaching and managing performance to maximize outcomes while ensuring a collaborative and engaged work environment.

Essential Functions

• Leads HR team/individual by effectively coaching and managing performance to maximize outcomes while ensuring a collaborative and engaged work environment.
• Actively participates in strategic business planning with the business line leaders. Co-creates the organizations' strategic responses to business conditions and customer expectations by helping frame and make strategic and organization choices. Owns the achievement of the human capital agenda/priorities within the business unit.
• Identifies and capitalizes on organizational capabilities by aligning strategy, leadership development and coaching, culture, practices, and behaviors in order to drive performance, value, and create a meaningful work environment. Ensures strategic alignment and compliance to core HR processes, procedures, and practices.
• Collaborates with HR leadership to identify the strategic HR priorities and necessary resources. Engages centers of expertise with the business leaders for subject matter expertise. Serves as a liaison with corporate centers of expertise to share information and collaborate on the design of programs and services needed to successfully execute business strategy.
• Maintains knowledge of external forces impacting the organization (social, technology, economic, political, environmental, demographic, customer, and competition). Analyzes trends to develop solutions, programs, and policies as needed. Uses data and predictive analytics to drive proactive recommendations; establishes metrics to measure effectiveness of strategies.
• Enables leaders, based on the strategic plan and future direction, to develop and execute talent action plans as an outcome of knowing organizational capabilities, talent implications, and identified gaps or surpluses of talent.
• Facilitates workforce planning and performance analysis sessions with leaders.
• Acts as a change agent by partnering with leaders to create an organization that is agile, flexible, responsive, and able to make transformation happen in ways that create sustainable value. Works with leaders to initiate change that is needed, understands the impact of the change and its implications, and design the work, processes, systems, and practices to sustain the change.

Qualifications

• Required Bachelor's Degree or equivalent in Business, Human Resources, or HR-related field
• 7 years of relevant experience Progressive HR experience and/or clinical or operational leadership experience. Required
• 5 years of relevant experience Collective experience…