The position description is a guide to the critical duties and essential functions of the job, not an all-inclusive list of responsibilities, qualifications, physical demands and work environment conditions. Position descriptions are reviewed and revised to meet the changing needs of the organization.
TITLE: Senior HR Business Partner
JOB OVERVIEW: The Senior HR Business Partner administers programs, procedures and plans in order to support human resources policies and procedures. Provides consultative services to management and staff to promote equitable application of human resources employee relations polices throughout the organization. Areas of support can include: employment, affirmative action, performance management, labor relations, contract administration, leadership development, employee engagement, and recognition.
AREA OF ASSIGNMENT: Human Resources
HOURS OF WORK: Full-time; Hours vary to cover service needs.
RESPONSIBLE TO: VP of Human Resources
Bachelor's degree in Business Administration, Human Resources, or related field, required. Master’s Degree preferred. An equivalent combination of education and relevant experience may substitute degree requirement.
Minimum 3 years direct experience with the resolution of complex employee relations issues.
Strong working knowledge of multiple human resources disciplines including employee and union relations, diversity, performance management, organizational assessments, Federal and State employment laws.
SPHR or PHR, or SHRM certification preferred.
Relevant healthcare experiences a plus.
1. Excellent consulting skills.
2. Excellent client management and business literacy skills.
3. Strong conflict management skills.
4. Strong interpersonal and negotiation skills.
5. Excellent verbal and written communication skills.
6. Develop strong trusting relationships in order to gain support and achieve results.
7. Effectively envision, develop, and implement new strategies to address complex business issues.
8. Manage multiple conflicting priorities.
9. Be flexible and available to interact with employees at all levels.
10.Be self directed and motivated.
11.Take initiative to identify and anticipate client needs and make recommendations for implementation.
UNIQUE PHYSICAL/MENTAL DEMANDS, ENVIRONMENT, AND WORKING CONDITIONS:
Requires the ability to organize and prioritize work and to handle multiple demands simultaneously.
Requires the ability to effectively assist employees under conditions that may be emotionally charged.
Requires the ability to work effectively with all levels of staff and management team members.
A. Generic Job Functions: See Generic Job Description for Administrative Partner
B. Essential Responsibilities and Competencies:
Consult with management providing HR guidance when appropriate.
Analyze trends and metrics in partnership with HR group to develop solutions, programs and policies.
Manage and resolve low to high level complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Provides day-to-day performance management guidance to management (coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, increase productivity and retention. Supports employee engagement efforts
Advises, counsels and proactively works to resolve job related concerns; performs internal complaint investigations; reviews and approves disciplinary actions to assure conformance to policy and consistency of practice.
Acts as employee champion and change agent, assesses and anticipates HR related needs, communicating needs proactively between the HR department and management to develop integrated solutions and services to management and employees that support the organizations objectives.
Maintains an effective level of business acumen about the organization’s goals, culture and competition, and particularly in assigned service areas.
Provides HR Policy guidance and interpretation.
Provides guidance and input on department restructures, workforce planning, succession planning.
Provides consultation on contract management and interpretation.
Responsible for managing the grievance process.
Identify training needs for department and individual leadership and employee coaching needs.
Participates in evaluation and monitoring of success of training programs. Follow-up to ensure training objective are met.
Participate in labor-management committees.
Other Duties as assigned.
Job Type: Full-time
This Job Is Ideal for Someone Who Is: