Collaborates & Serves: Executive leadership, Directors, Clinic Program Managers and Staff

Supervises: HR Generalist and Sr. Recruiter.

Summary of Position:

The key objective of the SR. HRBP is to understand our business and company objectives and support all stages of the employee life cycle as required. Our HRBPs partner with managers and employees for advice and action on recruitment, employee relations, compliance, performance and talent management, training, compensation and benefits, and delivery of HR programs and initiatives within the organization.

Essential Duties:

Duties include, but are not limited to:

• Lead, develop and inspire in a rapidly growing environment.
• Partner with business leaders to implement and support HR strategies, programs and initiatives that support the overall strategic direction and goals.
• Takes an active part in supporting the CHRO and HR Director in designing and executing long-range HR business objectives and strategic plans focused on workforce planning and staffing, talent management, succession planning, and competitive performance-based total rewards.
• Collaborates with the HR Director to manage the performance appraisal system that drives high performance.
• Report to management and provide decision support through HR metrics monthly and annually.
• Provides guidance, advice, and training to managers and employees regarding employee relations and HR topics, including policy and procedure interpretation.
• Advises Management on correction action (discipline) for employee misconduct, employee performance issues, and serious violations of company policies.
• Acts as business unit liaison to other departments in the organization such as Training & Development, Talent Acquisition, Marketing/Communications, and Culture Analytics and Strategies teams.
• Leads change by partnering with leaders on planning, implementing, and communicating necessary changes involving employees.
• Partners with the compensation group on promotions and pay adjustments to ensure pay equity.
• Supporting retention initiatives: 30-60-90-day reviews for new hires, conducting stay interviews for existing employees, facilitating HR Lunch and Learns. Will also conduct exit interviews.
• Maintain a high level of HR and industry knowledge to recognize organizational efficiencies and remain compliant with federal/state laws and regulations.
• Influence, coach, educate, and advise management on HR-related policies, procedures, compensation and benefits programs, employee discipline, and laws pertaining to employee relations to ensure consistent and fair treatment of all employees and foster positive employee relations.
• Partnering with managers to lead/implement recognition programs, cultural initiatives, and other engagement activities.
• Lead special projects in relation to organizational goals and strategies.
• Other duties as assigned by the Human Resources Director and/or CHRO.
• Partners with the HR Director regarding wage offers, salary advancements, market reviews, and additional pay-related concerns. Conducts an annual compensation review and makes recommendations on findings.
• Works with management and employees to ensure equal employment opportunity law compliance, including Americans with Disabilities Act, HIPAA, Fair Labor Standards Act, Family and Medical Leave Act, and Age Discrimination in Employment Act.
• Designs, develops and delivers training presentations to management and staff to include new employee orientation and refresher training.

Qualifications:

Basic Knowledge and Skills:

• Bachelor’s degree or an equivalent combination of post-secondary education and/or job-related experience may substitute for the required education on a year-for-year basis.
• A minimum of 8 years of work experience in an HR Business Partner or HR Leader Role with 4 years of the 8 years in healthcare. Experience should include, but not be limited to, Employee Relations, compensation, and Organizational Design.
• Demonstrated experience and capability in leadership coaching, complex facilitation, conflict resolution, change management, organizational design, and development.
• Experience in driving and implementing effective Integrated Talent processes.
• Strong working knowledge of human resources practices and processes.
• Strong interpersonal relationship and communication skills, written and verbal.
• Influencing skills and ability to work across a matrix organization.
• Quickly build relationships and gain the respect of management, employees, and HR colleagues, effectively interacting with all levels of employees within a multicultural environment.
• Demonstrated experience in developing and delivering training programs in a variety of mediums such as classroom, OJT, e-learning, etc.
• Ability to establish credibility (garners respect, acts with integrity, keeps commitments); proactive (has a point of view, challenges assumptions, takes initiative); and a trusted thought-partner (builds relationships, delivers results).
• SPHR or PHR certification.