Assoc HR Business Partner

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Partner with departmental leadership to develop, drive and execute HR best practice policies, programs and training in the areas of change management, talent assessment, career development, employee retention, succession planning, workforce planning and employee engagement.

• EDUCATION, CERTIFICATION, AND/OR LICENSURE: Master’s degree in Human Resources, Business Administration, Industrial Relations or related field and one year of professional Human Resources experience with emphasis in an HR generalist role.

OR Bachelor’s degree in Human Resources, Business Administration, Industrial Relations or related field and two years of professional Human Resources experience with emphasis in an HR generalist role.

• EDUCATION, CERTIFICATION, AND/OR LICENSURE: Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification.

• Strong HR generalist experience with an emphasis in workforce and succession planning, compensation, change management and/or retention programs.
• Recent work experience in a healthcare setting.

The statements described here are intended to describe the general nature of work being performed by people assigned to this position. They are not intended to be constructed as an all-inclusive list of all responsibilities and duties. Other duties may be assigned.

• Formulate partnerships across assigned departments to deliver value added service to management and employees that reflects the business objectives of the organization.
• Attend department meetings to better understand the activities occurring in the business.
• Serve as an advisor to the leadership team by providing insight, coaching and HR related solutions to functional and business leaders in the effective management and development of their employees.
• Serve as a change agent to assist in successful change management of each business/service line.
• Drive talent growth initiatives throughout the organization through talent assessment model and career development.
• Lead workforce planning initiatives through the facilitation of talent planning.
• Manages, communicates, and supports framework.
• Provides data and reporting for current state analysis.
• Reviews gap analysis and determines action plans to close the gaps.
• Implements and monitors action plans.
• Assists with executive sponsorship.
• Partner with leaders to deliver succession and replacement planning programs.
• Maintains up to date knowledge on latest human resource replacement and succession planning issues and best practices.
• Develops, recommends, reviews, and updates replacement and succession planning relates policies and procedures.
• Provides leadership training on replacement and succession planning tools, best practices, and processes.
• Researches and implements replacement and succession planning for critical and key positions.
• Defines criteria to identify critical and key positions for initial development of replacement and succession plans.
• Facilitates talent reviews and replacement and succession planning discussions with leadership.
• Facilitates replacement and succession plan development.
• Assists in designing, implementing and managing talent development programs in collaboration with the Center for Education and Organizational Development (CEOD) team.
• Creates and coordinates reports to monitor replacement and succession plans and overall effectiveness.
• Monitors and verifies the integrity of replacement and succession plan data in the Human Resources Information System (HRIS).

Reviews and recommends enhancements to the replacement and succession planning processes and set-up in the HRIS.

• Research, develop and partner with leadership to implement employee retention strategies and programs.
• Conduct exit interviews and report trends.
• Conduct employee and management focus groups and…