Job Title: Human Resources Business Partner - Corporate (Hybrid Opportunity)

Overview

The Human Resource (HR) Business Partners perform professional human resources-related duties to support assigned business leaders/teams and formulate partnerships across the Human Resource functions to gain/leverage knowledge and resources. This includes linking the HR Organization's objectives with the business's needs to deliver value-added service, employee relations, performance management, engagement, change management, and expert advice to the leadership and team members that reflect the organization's objectives. Will be deeply knowledgeable of federal and local employment laws and business/labor environment for areas they support and keep up with updates and share details with the HR community at large.

This role may also carry out responsibilities in some or all of the following functional areas:
communication, training, workforce planning, talent management & development, human resources core processes, leave partnership regarding accommodations and end-of-leave requirements, HR coordination and administration, HRIS system work, and due diligence/acquisition integration.

Reports To:  VP, Human Resources

Essential Functions/Responsibilities: 

• Partners with Senior HR Leadership, Associate HR Business Partner, HR COE’s, employees and operations management to communicate, educate and implement on various human resource policies, procedures, programs, and standards to enable an environment with strong talent, positive culture, performance focus and strong HR partnership with the business.
• Offer thought leadership regarding organizational and people-related strategy and execution.
• Engage with current and new leaders to ensure awareness and consistency. HR Administration including deployment of core HR processes such as annual performance management process, annual merit process, annual benefits enrollment, short-term incentive, and other HR programs to support the employee populations, etc.
• Work closely with the leadership team regarding the deployment, preparation for and action planning associated with engagement, onboarding and exit surveys.
• Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction.
• Analyze and interpret various types of employee reports (e.g., compensation, job levels, and attrition) to guide decision-making and provide proactive solutions to their client group.
• Works closely with HR COE’s to ensure strong local execution and communication of such
  initiatives with leadership and employees. 
• Support team members and leaders with navigating the Human Resources policies, procedures,
  tools and resources. 
• Plans, coordinates, and promotes the local deployment of large organizational culture initiatives,
  as well as local initiatives. Analyzes trends including development, employee relations, turnover
  and retention data, engagement and exit interview data; making recommendations to the 
• HRBP and business leaders for continuous improvement. Provides support with team building and
  team member onboarding. 
• Support the field in workforce planning grounded in people data.
• Seeks to understand the regional leadership's business operations, goals, and overall direction.
• Leverages this knowledge and understanding to provide focused and effective guidance,
  coaching, and cascade programs that will advance the business.
• Partner with due diligence and integration team and operations leadership for local related
• Consult with and provide leaders with coaching, support, guidance, and consultation in supporting employee-related matters and strategic people decisions. Helps leadership understand the people impact related to broader business decisions. 
• Lead the Associate HR Business Partner through proactive learning of key HR development and
  growth areas.
• Maintains knowledge of all federal and state legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners
  with corporate employee relations, compliance, etc., functions as needed/required. 

Education/Requirements: 

• Bachelor’s degree in Human Resources, Business or related field; or equivalent education,
  training and experience. (Required) 
• PHR certification or SHRM-CP required. (Or certification completion within one year of being in
  the role) 
• Strong financial acumen to support workforce planning
• Cross-functional business acumen in a matrix organization
• Significant people data and analytics acumen
• Experience working with all levels of the organization, including executives
• Experience coordinating education and development programs with external vendors
• Three to Five years’ experience in a Human Resources role and department with strong focus on business partnership, employee relations, customer service and service delivery. (Required)
• Experience in leveraging a shared service environment. Experience leveraging HR COE’s to
  deliver superior service. 
• Healthcare experience required
• Travel required when needed (10%)

Skills/Abilities:

• Strong communication skills– written & verbal
• Must read, write, and speak English fluently; Bi-lingual a plus
• Strong interpersonal skills
• Strong executive presence for presentations
• Proficient in Microsoft Office Suite and HRIS Systems (UltiPro Preferred)
• Data Analysis Capabilities
• Must model professionalism
• Demonstrated ability to plan, prioritize & organize effectively
• Knowledge of employee investigation protocol
• Measuring and tracking KPIs for Human Resources

HR BP Core Competencies:

• Intellectual curiosity and empathy: HRBPs must have the desire to learn all aspects of the
  business and understand its goals. HRBP should view the attainment of these goals as a critical measure of his/her performance. Additionally, HRBPs must have deep care for the business
  workforce and be a proactive force behind workforce strategy. 
• Problem-solving: HRBPs must be comfortable working with business leaders and managers to
  address workforce challenges or issues. Rather than viewing problems as “yours,” they should
  view them as “ours” and be an active part of the solution. 
• Risk-taking and courage: HRBPs must be comfortable saying “no” and offering alternative
  opinions or actions to business leaders.
• Digital acumen: HRBPs must be able to analyze and interpret people-related data use it to help
  business leaders better understand workforce needs and incorporate results into the workforce
  strategy and planning. 
• Business-language knowledge: HRBPs must speak “in business” and have strong business
  This comes with knowing the details of the business they are serving and understanding its jargon and acronyms. 
• Networking skills: “Knowing who knows” within the business, as well as externally, is hugely important, as is the ability to develop relationships with those with knowledge and decision--
  making responsibilities. 
• Change-management skills: HRBPs must have the ability to facilitate discussions around change
  and transformation. Additionally, they must be able to identify in advance where and when change management will be needed and proactively participate in developing plans. 
• Discretion: Business leaders must trust their HRBPs with sensitive, “insider” information. A leader needs to know a conversation will be kept confidential.