HR Business Partner, Human Resources, M-F 8a-5p, Full-Time

Arkansas Children's Hospital - Little Rock, AR4.2

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Work Shift:
Time Type:
Full time

CC407270 Human Resources
The HR Business Partner (HRBP) serves as a strategic partner that aligns business objectives with employees and management in designated departments. The HRBP serves as a consultant to management on Human Resource related issues. HRBP assesses and anticipates HR-related needs, communicating needs proactively with the HR department and leaders. Working with designated departments, the HRBP seeks to develop integrated solutions. The HRBP formulates partnerships across the HR department to deliver value added service to management and employees that reflect the assigned department objectives as aligned with the organization. The HRBP maintains a positive and effective alternative dispute resolution environment. The HRBP maintains an effective level of business literacy about the departments strategic goals related to resource management.

1. HR expertise - HRBP applies principles and practices of HR management to contribute to success of departments and meet organizational strategic goals

Consults with department management, providing HR guidance when appropriate (related to HR policies or other identified needs).
Supports efforts to ensure organizational compliance with employment and labor laws and regulations.
Serves as liaison between departments and HR service areas.
Provides departments with consultant services including employee and organizational development and engagement.
Coordinates departmental workforce planning
Supports efforts to ensure organizational compliance with employment and labor laws and regulations.
Serves as liaison between departments and HR service areas.
Provides departments with consultant services including employee and organizational development and engagement.
Coordinates departmental workforce planning
2. Relationship Management - Provides exceptional customer service by developing and maintaining relationships with hiring managers, job applicants and external agencies/vendors.

Conducts quarterly meetings with designated departments and the respective leaders (Directors, VPs) to proactively identify concerns related to workforce and develop an action plan.
Works closely with departmental management and employees to improve work relationships, build department morale and increase retention.
Develops networks of contacts of internal and external stakeholders including frontline managers, HR peers and job candidates.
Develops new partnerships with employees and frontline managers.
Develops reputation as a neutral and approachable HR professional, serving employees as well as the organization.
3. Business Acumen - Demonstrates ability to understand the business operations of designated departments and their function within the organization.

Gathers, analyzes and reports trends and metrics in partnership with department leadership and others in HR to make recommendations and develop solutions.
Demonstrates understanding of the market and competitive environment related to the various departments and positions.
Understands overall recruitment, retention and other HR metrics and their correlation to organizational success.
Maintains functional knowledge of designated departments.
4. Consultation - Provides guidance and input regarding departmental workforce planning.

Serves as a strategic partner to assigned business units, providing consultation and solutions on a variety of HR related matters.

Consults with divisional leaders and partners with Organizational Development staff to plan, develop, implement and administer talent development and change management programs that achieve strategic business goals.
Provides guidance and input on business unit restructures, workforce planning and succession planning.
5. Employee Relations- Managing a range of activities related to employee relations, employee engagement and staffing functions.

Participates in the development of goals and objectives in all areas of employee relations.
Facilitates meetings to address employment or workplace disputes as a precursor to other established appeal, grievance or complaint procedures.
Consults with supervisory and management staff regarding performance management.
Conducts investigations and handles employee relations issues including recommendations, facilitate mediation and implementation of corrective actions.
Champions efforts to promote employee engagement.
Correctly applies knowledge of HR laws, rules, regulations, case law, practices and principles to employee conduct, performance and dispute resolution

Required - Bachelor's degree from four-year college or university - Field of Study: Human Resources, Organizational Development/Management, Industrial/Organizational Psychology, Organizational Development, Business or related discipline
Preferred - Master's degree or equivalent degree - Field of Study: Human Resources, Psychology, Organizational Development, Business or related discipline

Required - 5 years total experience required, which includes 3 years of human resources in multiple disciplines resolving complex issues and/or management experience, which includes 2 years of employee relations experience

Required - SHRM - CP (Certification) or Professional in Human Resources (PHR) (Certification) or Senior Professional in Human Resources (SPHR) (Certification) or SHRM - SCP (Certification) (Candidate must possesss at time of hire)

Required - Broad knowledge of HR functions in order to exercise sound judgment in decision making
Required - Excellent written and oral communication skills
Required - Highly responsive and customer focused attitude
Required - Ability to handle sensitive and confidential information appropriately
Required - Excellent project management skills
Required - Capacity to organize and manage work flow, essential data and resources
Required - Computer skills with experience using Microsoft Office Products (Word, Excel, Access, PowerPoint)
Required - Competencies: Facilitating Change; Decision Making; Diversity and Cultural Awareness; Driving for Results; Building Partnerships and Networking; and Resolving Conflict.
Preferred - Experience with WORKDAY systems