People and Culture Business Partner Manager

Do you have experience in organizational development consulting and working in a complex healthcare organization? Then this jobs for you!

Education Required:

Bachelor's Degree (or equivalent knowledge) in Human Resources or related field.

Experience Required:

Typically requires 7 years of experience in organizational development consulting, resolving complex employee relation issues, and developing, facilitating and leading human resources functions and initiatives which align with organizational goals and objectives. Experience working in a complex healthcare organization is a plus.

Knowledge, Skills & Abilities Required:

• Demonstrated consulting skills and ability to effectively apply organizational strategies to address business challenges including change/succession management, workforce planning, leadership development, and organization design.

• Working knowledge of multiple human resource disciplines and business practices including compensation practices, organizational diagnosis, employee/union relations, diversity, performance management, regulatory compliance and employment laws.

• Excellent communication, presentation, and interpersonal skills, with an ability to build/foster strong trusting relationships, influence leaders and develop solutions to achieve results. Ability to build consensus and settle disputes on policy and practice decisions.

• Demonstrated analytical ability and business, industry and financial acumen; understands the role caregivers and leaders play in driving financial performance. Ability to adapt quickly to changing circumstances in the business and respond appropriately.

• Must be self-directed, self-motivated, flexible and ability to take initiative to identify and anticipate client needs and effectively manage multiple conflicting priorities and deadlines.

• Highly developed skills related to the HCM system, report writing and Microsoft Office software.

Major Responsibilities:

• Acts as a business HR partner to assigned leaders, functioning as HCM consultant on business and HR related matters. Utilizes a strong grasp of organizational expectations and culture, translating the brand in how HR services are delivered.

• Guides both short and long-term decisions within the business unit, utilizing knowledge of workforce planning and development with sound succession planning processes and programs. Provides guidance and support for refining or developing new organizational design and implementation of restructures. Researches and analyzes trends and metrics in partnership with HR centers of expertise, leading to the development of sound HR solutions, programs and policies to help leaders meet business challenges.

• Provides a balance of the ability to appropriately challenge leaders, while maintaining strong business partnership and relationships with assigned business unit/executives and leaders, applying a high degree of confidence and expertise as an HR leader.

• Researches and develops creative and innovative ideas and solutions that will help assigned areas meet business objectives utilizing depth of knowledge and expertise in HR and business strategies.

• Works closely with management and caregivers to improve work relationships, build morale, increase productivity and to develop and implement retention strategies for key and emerging talent needs. Identifies development needs for business units and individual executives including coaching needs, assuring effective follow-up and results.

• Provides effective performance management guidance to management (coaching, counseling, career development, corrective action, discharge) which serves to drive business results. Effectively coaches leaders on how their actions reflect and drive the culture, and weave cultural standards into practices and processes.

• Manages and resolves a variety of complex employee relations issues not handled by shared services, with other HR centers of expertise, often requiring effective, thorough and objective investigations.

• Leverages understanding of succession management and compensation strategies to assure individuals are effectively encouraged to enter, move within or exit the organization.

• Maintains an in-depth knowledge of policies, procedures and legal requirements related to day-to-day management of caregivers, reducing legal risks and ensuring compliance. Builds a strong partnership with HR centers of expertise, HR Service Center and legal department to assure compliance with policies, labor and employment related law.

This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may be required to perform other related duties.