HR Business Partner

Under the direct supervision of the Director of Employee Relations and Business Support, the Human Resources Business Partner will provide a wide range of HR generalist activities including talent management, performance management, employee development, compensation, and training support for the area(s) of responsibility s/he supports. This position will require the individual to have excellent generalist and interpersonal skills and be able to provide HR leadership and project management that enhances business results and drives performance.

This position is responsible for aligning business objectives with employees and management in designated areas of responsibility. The Human Resources Business Partner will serve as a consultant to both employees and management on HR related issues, functioning as an employee champion and change agent as the individual delivers value-added service which emphasize organizational objectives. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.

• Partnering with all levels of leadership, within the business unit, align HR strategy with business goals, direction and vision.
• Provide HR leadership and project management that enhances business results and drives performance.
• Align business objectives with employees and management in designated areas of responsibility.
• Formulate partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
• Build positive, productive, and enduring relationships with employees and leaders. Coach, counsel, encourage, and listen to team leaders as they work through people-related challenges. Focus on deeply understanding employee, leader and department needs and collaboratively developing solutions to issues that arise. Work to become a trusted advisor for the organization and designated department(s).
• Act as point of contact for employee relations matters. Support team leaders in the delivery of investigations, disciplinary processes, and effective performance conversations, when necessary. Advise management on employment policies and procedures to enable improvement in working practices and productivity and without adverse impact on regulatory / legal compliance, company reputation or employee engagement. Support employees by providing guidance and resources to help address concerns or resolve issues.
• Develop and implement solutions that will help build and maintain a highly capable organization. Support the areas of responsibility in developing and sustaining a succession planning process that leads to impactful gains in employee development. Partner with business leaders to drive resourcing strategies for the organization and execute seamless delivery of the process.
• Responsible for understanding the designated departments and partnering with department leader to help collaborate on strategic planning as well as identifying skill gaps, training opportunities and mentorship needs in order to help achieve strategic organizational goals.
• Assist with communication to areas of responsibility regarding annual performance reviews, supporting the roll-up of the collective plans for approval. Serves as departmental single point of contact for questions pertaining to performance and reward initiatives.
• Develop solutions and help create a positive organizational culture, in line with our values and business priorities. Proactively manage and communicate organizational change efforts. Contribute to activities and initiatives in support of organizational objectives.
• Ensure business compliance with HR policies and programs. Adept in developing new policies and procedures. Advise HR leadership and business leadership on local legal, regulatory, and company requirements. Conduct various data analyses and compile into meaningful information and recommendations. Ensure silent running of HR operational activities, coach team leaders and individual contributors toward appropriate self-sufficiency, and provide assurance that systems-related activities are delivered timely and accurately.
• Counsel SC leaders on consistent implementation of policies and procedures related to employment law, problem resolution, disciplinary action, employee relations, etc.
• Ensure that HR efforts and implementations are aligned with SC strategic direction and employment law.
• Partners with leaders to ensure successful onboarding of new hires. Identify turnover, trends, and risks and partner with HR and/or department leadership to mitigate or minimize the impact.
• Partnering with the Talent Acquisition team on strategies to fill current and upcoming positions as well as facilitate the flow of information and feedback between TA and the assigned department.
• Maintains an environment consistent with Springfield Clinic values and ensuring the fair and equitable…