Location:
Central Georgia Cancer Care
Pay Range:
$73,694.40 - $144,684.80
The HR Business Partner (HRBP) serves as collaborative advisor for the region and AON, providing a proactive, practical, and valued add HR perspective in partnership with practice leadership for assigned region. HRBP works to find common ground across. HRBP advises and works closely with all region managers, all leaders. Works collaboratively across the HR function and the business to deliver value-added service to managers that reflects the business objectives and further the company’s agenda across all departments and ultimately enable the achievement of overall goals. Ensures positive, thoughtful customer satisfaction and delivery of value. Supports the financial goals of AON and practice by being fiscally responsible in all areas.
The HRBP is a role model for the organization’s core values and service standards. Ensures absolute integrity, consistency in practice and effective implementation of regulatory, company and HR policies, practices and programs. Demonstrated competencies to critically think, diagnose issues, develop cohesive solutions, advise, coach, mediate, influence and guide all levels of management on the HR implications of business decisions related to aspects of talent management and leadership. Utilizes breadth and depth of HR experience, business acumen, organizational knowledge, and analytics to implement and evaluate the effectiveness and efficiencies of HR programs and processes; makes recommendations for changes that drive desired employee or organizational outcomes. Understands we look for win/win.
KPA 1 – Management and Support. The HRBP provides the day-to-day performance management guidance to department management through coaching, career development, counseling, to assigned region group. In this capacity, the HRBP manages and resolves complex employee-relations issues in collaboration with manager.
Works with department leadership to develop and facilitate key approaches, addressing individual and organizational needs including but not limited to workforce planning, recognition, succession planning, career development and employee relations.
Lead and participate in region acquisition and transition detail and activity.
Provides support to stakeholders by coaching them into thinking innovatively about their work processes and team structures with a view of improving the business’s overall efficiencies.
Provides informal leadership and mentorship to less experienced team members.
Acts as the program/process leader for various HR initiatives as assigned. ie open enrollment, leader education programs, performance management
Supports the development of relationships with colleges/universities as part of School affiliation program. Provide requests for School Affiliation agreements and student placements to assigned HRBP, who ensures compliance with AON requirements.
KPA 2 – Analytics. The HRBP analyzes trends and metrics as part of region in partnership with other HR teams to develop and enhance solutions, processes, and programs that address current problems and to avoid future ones. Ie turnover, retention, engagement, complaints, hires, ER issues, leaves of absence, etc.
Develops recommendations to address risks. Collaborates to implement programs and actionable people management solutions and strategies to achieve measurable improvements in metric results.
Participates in continuous improvement initiatives, committees, and special projects.
KPA 3 – Relationships and Collaboration. The HRBP is tasked with maintaining healthy relationships across the region, network and HR team. Conducts regular meetings with their region managers, is the navigator and connection to rest of HR team for expertise related to benefits, extended leaves, compensation and recruitment. Builds, and develops trusted advisory relationships with leaders at all levels.
Manages complex employee-relations issues, while simultaneously coaching the relevant managers on management best practices.
Coordinates and executes smooth and successful involuntary separations with managers. Prepares and documents as required per internal processes and approvals.
HRBP is a management collaborative advisory role. Teams up with region leadership, management, and HR in determining approaches to matters of job definition, employee relations, training, compensation, and other HR matters to ensure that the activity and approach in place are effective and efficient and appropriate for the practice or region.
Actively and positively participates in HR department meetings and contributes to the formulation of solutions for the HR department, business department, and business-wide challenges. Works toward goals for HR operations and transitions.
Works collaboratively in remote environment with leaders throughout the network, assisting them in understanding compensation and rewards programs, training and development programs, all AON HR initiatives and aiding in the application of appropriate management and communication best practices.
Supports the design, development and training/facilitation of employee/leadership development programs. Ie Respectful Workplace and Enhancing the AON Patient Experience; Commitment to My AON Team.
Travels routinely to practices to round with managers and employees.
KPA 4 – Knowledge. The HRBP maintains an in-depth knowledge of the HR/Employment related legal requirements and policies, internal and external, related to the day-to-day management of employees within the business, reducing legal risks, guaranteeing regulatory compliance, and most importantly enabling employee engagement and understanding.
Ensures facility compliance with regulatory standards, federal, and state workplace legislation.
Facilitates change management by optimizing organizational readiness and the contribution and engagement level of employees via leaders leading.
Administers HR policies, programs, and practices; ensures compliance and alignment with practice and region goals.
Performs other duties and projects as assigned by the HR Director and VP HR.
KPA 5 – Transitions
Works with leader to assess and execute transitions in region. Transitions including acquisition and unwind transactions. Onboarding or offboarding employees.
Education
Previous Experience
Minimum of 7 years’ progressive experience in Human Resources role with demonstrated knowledge and experience as ER specialist, management advisor or consultant.
Strong HR ER foundation with a breadth and depth of HR knowledge, best practices and processes, legal and regulatory.
2 years Healthcare or physician practice experience required.
M&A experience preferred.
Experience in remote environment.
Multi state preferred.
Ability to understand and effectively help facilitate change management process related to employment, HR strategies and organizational objectives. Demonstrate knowledge of HR practices, retention, engagement, change management, and employee relations.
Certifications/Licenses
Core Capabilities:
Analysis & Critical Thinking: Strong problem solving, analysis, decision-making, planning, time management and organizational skills. Highly detailed oriented with the ability to exercise independent judgment.
Interpersonal Effectiveness: Highly developed interpersonal skills, emotional intelligence, diplomacy, tact, conflict management, delegation skills, and diversity awareness. Ability to work effectively with sensitive and confidential material and sometimes emotionally charged matters.
Communication: Effective communication skills (oral, written, presentation), is an active listener, and effectively provides balanced feedback.
Customer & Organizational Awareness: Strong customer focus. Ability to build an engaging culture of quality, performance effectiveness and operational excellence through best practices, strong business and political acumen, collaboration and partnerships, as well as a positive employee, physician and community relations.
Leadership and Mentoring: Effectively lead and facilitate group discussions, coach, mentor, motivate, and engage others to align to a common goal. Ability to effectively lead projects from inception through implementation and assessment.
Human Resources Management: Effectively hire, coach and support staff develop, as applicable, as well as manage resources, performance and employee relations, and supervise within established policies, procedures and legislation.
Self-Management: Effectively manages own time, conflicting priorities, self, stress, and professional development. Self-motivated and self-starter with ability work independently with limited supervision. Ability to work remotely effectively, in a fast-paced environment.
Must be able to work effectively in a fast-paced, multi-site environment with demonstrated ability to juggle competing priorities and demands from a variety of stakeholders and sites.
Computer Skills:
Proficiency in MS Office Word, Excel, Power Point, and Outlook is required.
Experience using Workday preferred.
Travel: 35%-50%
Standard Work Days/Hours: Monday to Friday, 8:00 AM – 5:00 PM.
#LI - Hybrid
