Reporting to the Director HR Compliance and Manager Talent Acquisition this position will serve as a human resource business partner to leaders and employees across the assigned entity and client group. The HR Business Partner (HRBP) will be responsible for talent acquisition, employee relations, performance management, training, and other workplace initiatives to drive operational excellence. The HRBP is accountable for identifying and developing HR solutions directly aligned with business strategy and culture. The successful HRBP will establish relationships to deliver HR functions as a value-added service to management and employees, while serving as a strategic business partner who prioritizes and addresses Human Resource related issues that have been identified. Provides first point of service to answer questions, resolve issues, and handle employee conflicts and differences by interpreting verbal/non-verbal behavior, detecting perceptions and needs of employees, understanding and valuing employee differences and conducting investigations where needed. In addition, responds to inquiries related to broad HR based processes including benefits, HRIS (Dayforce & iCIMS, PolicyTech, Symplr), compliance, FMLA (Family and Medical Leave Act), compensation, PTO/FTO plan, metrics & analysis. Encourages, models, exemplifies, and promotes teamwork; reinforces a positive and productive work environment. The right candidate will be able to meet the day-to-day requirements of the Human Resources department while maintaining a strategic and operational view that links the role of HR to business needs.
SHIFT AND SCHEDULE Full Time: 8:00 AM – 5:00 PM
ESSENTIAL FUNCTIONS/PERFORMANCE EXPECTATIONS Recruit for assigned client. Lead recruitment activities and assessment & selection processes to fill vacant positions on a timely basis. Use iCIMS ATS system to handle position requisitions, job postings, candidate sourcing, and applicant data. Prepare compensation offers for new hires, transfers, and promotions. Answer general HR questions including in the areas of benefits, HRIS, PolicyTech, Symplr, compensation, etc. Provide direction, leadership, and support on all HR related processes/activities to managers, supervisors, and employees. Manage employee relations, including settling disputes and dealing with complaints. Counsel and assist employees and all management levels. As needed, investigate, and obtain factual information concerning employee/management inquiries and employee suggestions and/or complaints. Stewards the V-incident process for assigned client group. Provides follow-up to Director of HR Compliance. Mentor employees in communication skills, career paths, promoting a positive work environment (Culture of Ownership). Assist managers and employees in preparing individual development plans, corrective action, performance improvement plans, and in sustaining a continuous improvement culture for the site. Seek advice and guidance from Director Compliance HR to maintain compliance with company policies and employment and labor laws. Assist leaders in timely completion of all steps in the annual Performance Management process Assist in identifying/facilitating/leading training to meet current and future needs. Communicate with leadership to understand long-term plans to meet those needs. Attend client department staff and leadership meetings. Review exit interview surveys (from Program Mgr. – EE Experience) to ensure improved retention and employee relations. Manage unemployment claim/appeal process for assigned client. Ensure effective, consistent administration of HR policies and guidelines. Ensure HR data is 100% accurate and updated in all systems (Dayforce, iCIMS, etc.). Use Dayforce reports to audit data and extract for reporting and analyses. Analyze and/or prepare reports about the Human Resource function and key performance indicators. EDUCATION AND EXPERIENCE Basic Requirements: BS or BA degree preferred (HR, Business, Mangement, or related field) Five or more years of relevant Human Resource Generalist experiene strongly pregerred. (Stafing, Employee Relations, HRIS, Training/Deveopment, Compensation)5 years of proven experience in a hospital or related environment is preferred. Prior HR leadership experience is a plus Bilingueal Preferred Strong project management, presentation, and facilitation skills required. Professional Certifications: PHR/SPHR/GPHR, SHRM-CP?SHRM-SCOP preferred Proficiency with Microsoft Applications (Excel, Outlook, Word, Power Point) Experience in human resouces or other management experience. Specific Knowledge & Skills: Analytical abilities to assess performance and understand long-term strategies. Creativity to produce solutions and deal with the unique challenges of today's dynamic business world. Knowledge of employment laws to verify compliance and create policies. Maintain knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with Human Resource leadership as needed/required. Organization skills to manage HR for different departments and teams within the company. Communication skills to discuss strategies with executives and explain plans and requirements to managers and employees. Mediation skills to handle employee complaints and conflicts within the office. Strong consulting skills. Strong negotiation and conflict management skills. Excellent verbal and written communication skills. Ability to maintain the highly confidential nature of human resources work. Manage multiple conflicting priorities. Take initiative to identify and anticipate client needs and make recommendations for implementation. Develops and utilizes best-practices. Maintains up-to-date knowledge of general HR practices, strategy, and technology. Remains current on relevant laws, legal rulings and regulations. Seeks professional HR development. Utilizes core business and HR-specific technologies to solve business challenges. PHYSICAL REQUIREMENTS
To perform this job successfully, an individual must be able to perform each essential responsibility satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The individual must be able to:
Stand, walk, sit, stoop, reach, lift, see, speak and hear. Lifting is limited to 35 lbs. for
clinical staff and to 50 lbs. for non-clinical staff.
