What are the responsibilities and job description for the HR Business Partner position at Chesapeake Regional Healthcare?
Summary
The HR Business Partner ensures effective execution of the organization’s people strategy within their assigned areas. Responsibilities include orientation and training, leadership development, coaching, workforce planning, performance, change management, successful adoption of new processes and tools, workforce engagement and retention, positive employee relations, and mitigation of risk associated with employment-related regulations and accreditation requirements. Collaborates with People Division colleagues to develop and deploy value-added services in support of the organization’s growth, performance, and goal achievement.
Key Responsibilities
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Minimum Required Education: Bachelor's degree in human resources or related field required. An additional four (4) years of strategic human resources experience may be considered in lieu of a bachelor's degree.
Preferred Education: Master’s degree
Experience: Five (5) years of experience in Human Resources required, with at least three (3) years of strategic involvement in organizational structure & performance, short & long-term workforce planning, DEIB, policy development, regulatory interpretation & guidance, leadership coaching & development, employee relations, total rewards, organizational culture, and workforce engagement & retention.
Professional certification preferred.
The HR Business Partner ensures effective execution of the organization’s people strategy within their assigned areas. Responsibilities include orientation and training, leadership development, coaching, workforce planning, performance, change management, successful adoption of new processes and tools, workforce engagement and retention, positive employee relations, and mitigation of risk associated with employment-related regulations and accreditation requirements. Collaborates with People Division colleagues to develop and deploy value-added services in support of the organization’s growth, performance, and goal achievement.
Key Responsibilities
- Identify functional, technical, and leadership development needs across the organization’s workforce, develop/facilitate courses, and monitor to ensure objectives are achieved.
- Coach organizational leaders toward fostering a positive work environment in alignment with the organization’s culture.
- Advise leaders on topics such as organizational structure, team effectiveness, productivity, talent management, succession planning, performance improvement, development plans, reorganizations, employee engagement, and retention.
- Analyze trends and metrics in partnership with People Division colleagues and organizational leaders to develop solutions, programs, and policies.
- Facilitate position control and labor committee activities by benchmarking the organization’s labor productivity and expense, analyzing data, reporting on utilization of contract labor, supplemental resources, and budgeted FTE against target performance.
- Plans and implements a variety of projects and initiatives to deliver on the organization’s people strategy; develops and monitors timelines, milestones, communication, resources, and budget to ensure project success.
- Partner with People Division colleagues and organizational leaders to strategically drive adoption of new processes and tools.
- Employ a deep and broad understanding of employment-related regulations, policies and accreditation requirements to mitigate risk to the organization.
- Establish effective partnerships within the People Division to deliver value-added services throughout the organization (e.g., talent acquisition, total rewards, employee relations, learning & development, workforce services, HRIS, people analytics, etc.) to successfully execute on the people strategy.
- Partner with employee relations colleagues to ensure effective investigations and personally resolves complex and/or high visibility employee relations matters.
- Performs other related duties as assigned.
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Minimum Required Education: Bachelor's degree in human resources or related field required. An additional four (4) years of strategic human resources experience may be considered in lieu of a bachelor's degree.
Preferred Education: Master’s degree
Experience: Five (5) years of experience in Human Resources required, with at least three (3) years of strategic involvement in organizational structure & performance, short & long-term workforce planning, DEIB, policy development, regulatory interpretation & guidance, leadership coaching & development, employee relations, total rewards, organizational culture, and workforce engagement & retention.
Professional certification preferred.