POSITION SUMMARY: The Human Resources Business Partner works with directors, managers, and employees to integrate effective HR processes, programs, and practices into business operations. Provides HR support, guidance, and assistance to management and staff to meet organizational goals and objectives. Anticipates HR-related needs and communicates needs proactively within assigned units. The HR Business Partner seeks to develop integrated solutions and formulates partnerships across the functional areas to deliver value-added service to management and employees that reflect the business objectives of the organization. Manages relationships within assigned departments and provides consultation to management and staff.

Serves as the subject matter specialist and main resource for all department business and employee relations matters and uses the information to recommend actions for impact planning; advises and guides leaders, including but not limited to staffing, productivity, employee engagement, realignments, restructuring, repurposing, reductions in force (RIFs), performance concerns, behavior issues, corrective actions, and dismissals; oversees and coordinates concerns from disposition to resolution; leads and coordinates complicated FMLA and ADA cases and triages issues as appropriate; documents and maintains accurate records of employee relations issues and cases in the employee relations software.

Accesses, identifies, recommends, and provides leadership learning/training opportunities and/or triages opportunities as appropriate.

Maintains consistent application of hospital policies and procedures and consults legal advice as appropriate.

Prepares and coordinates the employee grievance process, investigates harassment and other concerns, and resolves issues in a timely and accurate manner.

Maintains current knowledge of industry-leading practices, legislation, and legal requirements and trends.

Processes and monitors unemployment claims and coordinates appeals and hearings as appropriate.

Confers with HR leadership before implementing sensitive actions.

Reviews and assesses HR related Metrics, such as, but not limited to exit interviews, turnover analysis, employee engagement, performance metrics, etc., for assigned areas of responsibility for trends and areas of concern; shares observations and findings with HR leadership and appropriate departmental leadership along with recommendations and ideas for remediation in accordance/support of departmental goals and objectives.

QUALIFICATIONS:

Bachelor’s Degree in HR, business management, or closely related field

5-7 years experience HR-related experience in a similar position, i.e. Business partner, employee relations, HR Generalist, etc.

PHR or SCHRM-CP certification preferred

Proficient computer system experience, exposure to HRIS systems (SAP, PeopleSoft, Lawson, etc.), and knowledge of various software applications

Ability to create presentations and other documents

Experience consulting with business leadership to develop appropriate human resources resolutions