Overview

We are looking for a full-time HR Professional to join our HR department. Work hours will be days, Monday - Friday, for 80 hours per pay period. You will be required to flex to other shifts as needed. 

The Human Resources Business Partner (HRBP) is responsible for providing comprehensive human resource needs and initiatives in the areas of organizational development, employee/labor relations, talent management/training, performance management, leadership development, and employee engagement for assigned areas. This role supports the organization in achieving operational targets by developing, promoting, implementing, managing, and maintaining effective HR policies, programs, procedures and practices, while striving towards maintaining a positive work climate and providing day-to-day leadership and guidance.

Why UnityPoint Health?

• Commitment to our Team – We’ve been named a Top 150 Place to Work in Healthcare 2022 by Becker’s Healthcare for our commitment to our team members. 
• Culture – At UnityPoint Health, you Come for a fulfilling career and experience a culture guided by uncompromising values and unwavering belief in doing what's right for the people we serve. 
• Benefits – Our competitive Total Rewards program offers benefits options that align with your needs and priorities, no matter what life stage you’re in. 
• Diversity, Equity and Inclusion Commitment – We’re committed to ensuring you have a voice that is heard regardless of role, race, gender, religion, or sexual orientation. 
• Development – We believe equipping you with support and development opportunities is an essential part of delivering a remarkable employment experience. 
• Community Involvement – Be an essential part of our core purpose—to improve the health of the people and communities we serve. 

Visit us at UnityPoint.org/careers to hear more from our team members about why UnityPoint Health is a great place to work. https://dayinthelife.unitypoint.org/

Responsibilities

HR Business Development

• Partner with and consult all levels of management to advise on and assist in implementing people strategies. (i.e. organizational performance, performance management, culture and change management, coaching, talent assessment, organizational design, organizational effectiveness, performance management, implementing people strategies, leadership development, etc.)
• Analyze trends and metrics, in partnership with assigned area(s)/unit(s) management, to develop solutions, programs and/or policies that translate into employee engagement initiatives and/or actions.
• In conjunction with appropriate stake holders identify key business objectives and develop strategies to increase organizational effectiveness as the organizational needs change.
• Implement human resources strategies across the organization.
• Provide counsel to management in aligning human resources short and long term objectives with business objectives.
• Provide organizational and employee development expertise to management by assessing organizational needs, diagnosis and implementation of interventions, development of strategic plans and change management.
• Provide leadership coaching to management and employees on organizational and change management.
• Manage organizational change. Develop and implement workforce plans. Devise strategies to shape the workforce.
• Serve as a member of the management/leadership team to provide HR input on business decisions.
• Partner with and consult all levels of management to advise on and assist in implementing people strategies. g. joint ventures, new program development, workforce restructures, etc.
• Evaluate and recommend changes to policies, procedures and services based on trends and business needs.
• Provides leadership and work guidance to other HR professionals.
• Actively partner with management to execute HR and talent management processes to develop and retain high quality talent, including leadership development.
• Drive engagement focus with managers for positive business performance and achievement.
• Recommend changes in management policy/practice that may result from an analysis of the circumstances of a grievance/issue resolution process.
• Coach business leaders on leadership behaviors and practices, employee communication, development and performance management strategies and tactics to promote engagement and a culture of continuous growth and development.
• Lead, participate-in and/or support special projects.
• Conduct risk assessments on new and/or developing legal/regulatory requirements, and on current and developing business initiatives, practices, or strategies.
• Analyze the impact of the collective bargaining agreements on organizational initiatives and objectives and recommend strategies that achieve organizational objectives within contractual and legal parameters.

Employee/Labor Relations

• Manage employee/labor relations issues such as employee/labor complaints, harassment allegations, work/performance issues, and grievances while managing risk and ensuring legal compliance.
• Coordinate with the appropriate stake holders to consistently administer policies and practices across the organization.
• Assist groups and teams to identify and resolve problem issues, coaching managers on employee performance issues, and providing consistent interpretation and application of personnel policies, union contracts, statutory regulations and laws.
• Work closely with management and employees to improve work relationships, build morale, increase productivity and retention.
• Coach management to become effective in employee/labor relations, performance management, conduct, employee engagement, professional development and employee development.
• Provide day-to-day policy, contractual and regulatory guidance and interpretations to employees and management on HR topics that may include, but are not limited to: compensation, job postings, transfers, compensation methodology, FML/WFML, STMD, hiring practices, career advancement, tuition assistance, insurance options, training opportunities, etc.
• Manage and resolve complex employee/labor relations issues.
• Conduct and assist managers in conducting effective, thorough, complete and objective investigations.
• Drive performance excellence, ensuring that goal-setting, follow-up and corrective actions are taken in a timely manner.
• Formulate partnerships with management and employees that reflect the business objectives of the organization.
• Advise management on employee discipline and performance problems.
• Conduct grievance and issue resolution meetings.
• Represent the organization, in conjunction with legal counsel, at proceedings and/or hearings; such as arbitrations, EEOC, or ERD hearings.
• Review and provide advice regarding discipline, particularly potential terminations.
• Maintain a positive and working relationship with managers, employees, the union and the community.
• Responsible for the administration of collective bargaining agreements.
• Provide technical consultation to managers implementing a Performance Improvement Plan or other performance issues.
• Advise management on the interpretation and administration of provisions of collective bargaining agreement(s). Ensure compliance with the organizational collective bargaining philosophy.

Training and Development

• Participates in New Manager Orientation.
• Provides input for yearly performance reviews.
• Identify, recommend and develop training opportunities for staff and leaders.
• Assists with recommendations for training and development options.
• Provide management development training in employee/labor relations matters.
• Train managers and human resources personnel in grievance/discipline handling, contract administration, new provisions of collective bargaining agreements, and new policy initiatives.

Collective Bargaining

• Advise and work with management to identify contract language changes that support organizational needs and objectives.
• Gather and analyze demographic, compensation and other necessary data in preparation for contract negotiations.
• Recommend and prepare contract language and financial proposals.
• Serve as an integral member of the bargaining team during negotiations.
• Participate-in and/or support strike/job action planning efforts.

Basic UPH Performance Criteria

• Demonstrates the UnityPoint Health Values and Standards of Behaviors as well as adheres to policies and procedures and safety guidelines.
• Demonstrates ability to meet business needs of department with regular, reliable attendance.
• Employee maintains current licenses and/or certifications required for the position.
• Practices and reflects knowledge of HIPAA, TJC, DNV, OSHA and other federal/state regulatory agencies guiding healthcare.
• Completes all annual education and competency requirements within the calendar year.
• Is knowledgeable of hospital and department compliance requirements for federally funded healthcare programs (e.g. Medicare and Medicaid) regarding fraud, waste and abuse. Brings any questions or concerns regarding compliance to the immediate attention of hospital administrative staff. Takes appropriate action on concerns reported by department staff related to compliance.

Qualifications

Minimum Requirements

Identify items that are minimally required to perform the essential functions of this position.

Preferred or Specialized

Not required to perform the essential functions of the position.

Education:

Bachelor’s Degree in Human Resources, Business Administration, Management, or related field

Master’s Degree in Human Resources, Business Administration/Management, or related field

Experience:

5 years of combined experience in multiple HR functional areas and/or ER/LR experience

5 years of experience in HR with an emphasis in the healthcare field.

3 years of experience in a union environment with an emphasis in a healthcare setting.

Project management experience.

Training and development experience.

Compensation and benefits experience.

License(s)/Certification(s):

Valid driver’s license when driving any vehicle for work-related reasons.

PHR/SPHR certification

Knowledge/Skills/Abilities:

Ability to effectively envision, develop, and implement new strategies to address complex business issues

Strong business acumen and proven ability to integrate HR and business strategies

Ability to prioritize, multi-task, manage competing priorities and meet deadlines

Ability to quickly build strong working relationships with a variety of people

Working knowledge of Federal, State and local laws/regulations relating to human resources fields

Experience with EEO and ERD investigations and complaints

Knowledge of legal implications as it relates to human resources fields

Effective communication skills, both verbally and in writing

Knowledge of HRIS systems

Strong negotiation skills

Ability to work collaboratively across the organization

Strong organizational and time management skills

Strong conflict management skills

Demonstrated superior customer-oriented skills

Ability to work both independently and as part of a team

Ability to facilitate change management

Ability to follow and comply with all policies, procedures, rules, regulations, and standards

Ability to effectively work with others in order to accomplish objectives

Ability to analyze complex situations and recommend effective solutions

Knowledge of grievance/issue resolution processes

Contract interpretation skills

Intermediate proficiency in Microsoft Office Suite

Other:

Use of usual and customary equipment used to perform essential functions of the position.