POSITION SUMMARY:
Reporting to the Chief Human Resources Officer (CHRO) and in collaboration with the HR Centers of Excellence (CoE), the Human Resource Business Partner provides support to a portfolio of business unit(s) across Howard Brown Health. The HR Business Partner plays a critical role in supporting and mapping strategic priorities and operational functions in areas such as client-group short and long-term strategic plan and priority design and execution, employee engagement, talent management, workforce planning, policy interpretation, data analysis and employee relations. Serves as a liaison between the HR organization and the assigned portfolio of business unit(s) in transferring and/or sharing best practices, relevant updates and strategic initiatives focused ensuring consistent, fair and equitable practice. The HR Business Partner adds value by developing a thorough understanding of the of business unit(s) goals and objectives while aligning HR services with management needs and requirements. Leverages industry knowledge and best practices to promote the mission and vision of the HR department and Howard Brown Health as well as supports culture enhancement and management efforts.
PRINCIPLE DUTIES AND ACCOUNTABILITIES
Strategic Plan/Prioritization Development & Execution

• Partners with leaders to develops and implement HR strategies that help the division achieve its mission, vision, culture, values, and strategic priorities
• Serves as a thought partner to portfolio managing leaders to diagnose departmental and organizational challenges and develop and implement strategies to resolve issues
• Develops an in-depth knowledge of the assigned portfolio and provide differentiated support to meet the departments' unique human capital needs

General Operational Excellence

• Leads the design, development, implementation, integration and assessment of initiatives including organizational change, organizational analysis, communication planning, and restructures
• Collaborates with managers and all members of the HR department to ensure effective program or process implementation
• Provides coaching to managers to increase their leadership effectiveness
• Facilitates an effective communication loop toward ensuring the people-focused needs of the assigned business unit are met
• Liaises with HR Centers of Expertise to provide effective and timely information sharing and HR initiative launches
• Designs and monitors local metrics toward supporting efforts focused on talent acquisition, engagement, retention, succession planning, and other employee lifecycle factors
• In collaboration with the Manager, HRIS, leverages data and recurring reporting to advise assigned business unit's improvements and decisions
• Analyzes and interprets policies, labor laws, and procedures to ensure compliance with regulatory requirements
• Reinforces organizational compensation philosophies and guidelines to promote fair and equitable compensation practices (where applicable)
• Identifies opportunities for continuous improvement in order to increase organizational, team, and individual performance

Talent Management and Learning & Development

• Identifies department training needs and partner with the People & Culture COE to provide necessary training
• In collaboration with the People & Culture COE, designs and facilitates customized business unit specific training topics toward upskilling and reskilling

Employee & Labor Relations

• Coaches, trains and advises managers and staff regarding employee relations, talent management and human resources issues using sound judgment
• Monitors trends and implements solutions preventing employee relations concerns
• Partners with portfolio of business unit(s) leaders to effectively and proactively resolve employee relations issues and supports the crafting and delivery of disciplinary proceedings and other performance management processes for union and non-union staff
• Other duties as assigned and/or required

EDUCATION/EXPERIENCE:

• Bachelor's degree from an accredited institution of higher learning in Business Administration, Human Resources Management or related discipline required.
• Minimum five (5) years progressive Human Resources Management experience and/or COE specialist experience required. Experience in healthcare setting preferred. Employee and labor relations experience preferred.

CERTIFICATION/LICENSE:

• Professional in Human Resources Certification preferred (PHR, SPHR).

ADA SPECIFICATIONS

• Requires ability to speak audibly and listen actively.
• Requires ability to use computers, telephones and other office equipment.
• Requires ability to sit for extended periods of time.
• May require occasional bending and lifting up to 25 pounds.

OTHER JOB SPECIFICATIONS

• 40% local travel; available for regular travel to Howard Brown Health locations

EQUAL OPPORTUNITY STATEMENT: Decisions and criteria governing the employment relationship with all employees at Howard Brown are made in a non-discriminatory manner, without regard to race, color, creed, religion, national origin, sex, marital status, pregnancy, disability, sexual orientation, gender identity, veteran status, age, FMLA status, or any other factor determined to be unlawful by federal, state or local statutes.
The above statements are intended to describe the general nature and level of work being performed by the individual(s) assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required. Management reserves the right to modify, add, or remove duties and to assign other duties as necessary. In addition, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.