HR Business Partner

Human Resources Business Partner

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. Reporting to a Director, Human Resources HRBP or Sr. HR Business Partner, the Human Resources Business Partner's accountabilities are to provide the timely provision of a full range of human resources services to support the business unit in meeting its business objectives and strategic initiatives.

Partners with Divisional Management to promote sound human resource management practices to ensure fair, equitable and consistent treatment of employees, consistent with Baystate's Human Resource values, and minimizing the potential for legal liability and maintaining a union-free environment as applicable to the business unit. Educate and counsel managers on critical HR issues. Serve as employee advocate to ensure a supportive work environment.

Through a "generalist" role, the incumbent manages the relationship between HR and the business unit, ensuring that the right HR services are delivered in a timely and cost-effective manner. He/She consults on a broad range of day-to-day human resources operating activities and is the primary Human Resources professional for the business unit. This dedicated HR role provides management with improved response time and highly focused Human Resource services.

Through an understanding of the customer's organization, the HRC anticipates and understands customer's specific needs.

1) 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.

2) 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 mangers and employees.

Investigate a variety of employee complaints, including sexual harassment, employee disputes, and concerns. This must be done making sure Division Management is kept informed with regard to the issues.

3) 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.

4) 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.

5) Training/Development:
Identify business unit training and staff development needs. Enlist and coordinate specialist staff to insure that training needs are met.

6) 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.

7) 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 strategies. Keep apprised of…