HR Business Partner R39815

Req#: R39815
Category(s): Human Resources, HR Business Partners
Full Time / Part Time: Full-Time
Shift: First

Note:

The compensation range(s) in the table below represent the base salaries for all positions at a given grade across the health system. Typically, a new hire can expect a starting salary somewhere in the lower part of the range. Actual salaries may vary by position and will be determined based on the candidate's relevant experience. No employee will be paid below the minimum of the range.

Pay ranges are listed as hourly for non-exempt employees and based on assumed full time commitment for exempt employees.

Minimum – Midpoint – Maximum

$87,859.00 – $ – $

Acts as a business partner and consultant to the assigned division/entity, work with management to develop and support business strategies. As primary human resource professional for all staff and managers, insure the timely provision of a full range of human resources services. Consult with clients on human resource issues, resolving operating issues through established policies and procedures. Enlist HR content experts as needed to address unique needs and issues with policy or other implications.

Collaborates with other HR professionals across the health system to insure consistency of HR philosophy and standards. Keep Human Resources Sr. Leadership apprised of critical operating and climate issues to insure HR strategies are linked to the business objectives.

• Selection:
  Coordinate the selection of candidates for new and vacant positions with the Recruitment Consultant for the division being served and the management of that division. Conduct exit interviews, compile data and assess any implications for future hires and retention strategies and report to manager and appropriate HR leadership and teams.
• Employee Relations:
  Support HR programs that promote good employee relations and improve the quality of employee work life. Work with Division Management to identify and anticipate potential employee relations issues. Identify appropriate responses. Counsel managers in handling individual situations and employee disputes, the disciplinary action process and employee development plans. Meet with employees seeking information, career counseling, and mediation of issues between managers and employees.
  
  Investigate a variety of employee complaints, including sexual harassment, employee disputes, and concerns.
• Compensation:
  Working with Division Management to assess departmental compensation issues. Handle routine matters and facilitate interactions with specialist staff to ensure equity and that compensation goals are met. Insure that program goals are communicated and understood by all business unit staff. Insure that job descriptions are kept up to date by management; review descriptions for content and appropriate format.
• Performance Management:
  Link performance planning to the strategies of the business unit. Consult with appraisers in setting performance expectations, developing performance appraisals, addressing employee performance. Coordinate Performance Management administration for assigned business unit. Ensure consistency and equity in process, including reviewing appraisals for completion and quality, supporting documentation, signatures and follow-up on employee comments as appropriate.
• Training/Development:
  Identify business unit training and staff development needs. Enlist and coordinate specialist staff to insure that training needs are met.
• Policy Administration:
  Train and coach managers in policy administration to insure equitable treatment of employees. Introduce new and changed policies. Assess situations against policy/guidelines and interpret their application, soliciting expertise of others as appropriate, and advise management on appropriate actions.
• Compliance:
  Provide information that assists managers and employees in understanding applicable laws, regulations and policies. Identify areas of potential non-compliance and work with clients to ensure corrective action is taken, educating clients in the rationale for regulations. Is knowledgeable of EEO/AAP regulations and related BHS goals and…