Senior HR Business Partner

Position Objective:

Performs professional human resources related duties for assigned business units in the areas of employee relations, policy interpretation & implementation, organizational structure/design, workforce planning, talent management, recruitment, compensation and leave management. Develops and implements effective people management practices; transfers requests and solutions to/from the business units within our system in collaboration with HR COE.

Essential Job Duties:

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

1. Serves as single point of contact for human resource related issues for all employees and leadership in assigned business units, collaborating with HR COE as necessary.
2. Proactively supports the delivery of HR processes and practices in concert with business unit leadership, and manages complex and difficult projects cross-functionally.
3. Provides direction and consultation to leadership with people management issues including retention/engagement; rewards & recognition programs; compensation/incentives; coaching; address unsatisfactory performance with leaders; development of growth plans; succession planning; problem solving; and employment actions up to and including terminations.
4. Responds to and investigates employee concerns regarding policy interpretation and application, allegations of discrimination/harassment, and disputes regarding employment actions and terminations. Prepares reports based on findings of investigation and maintains all pertinent documents/data.
5. Provides direction to leadership in the creation of job descriptions and organizational structure.
6. Applies basic compensation principles to assist with questions/concerns and to maintain equity, develop hiring guidelines/matrixes, and works with Compensation team to develop career progression series and ensure that salary ranges remain competitive to attract and retain talent.
7. Assists in responses to external charges, investigations, and legal challenges; consulting with HR Director and/or legal counsel as appropriate.
8. Interprets policy and practice for management and employees; ensures that all employee relations decisions are consistent with HR System Policies as well as relevant state and federal laws, practices, and guidelines.
9. Compiles and analyzes statistical data/reports to aid in business decisions regarding turnover, leave management, employee engagement/wellbeing & staffing.
10. Works with HR Director and stakeholders to resolve drug diversion cases.
11. Cross coverage and experience with nursing clients as needed.

Educational/Experience Requirements:

• BA/BS Degree in Business, Human Resources, or related field is required.
• Eight years progressively responsible professional HR experience, in the area of Recruitment, Compensation, Workforce Planning and/or Employee Relations is required.

Required License/Certifications:

• Advanced degree in above fields and PHR/SPHR preferred.

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