Manager HR Business Partners

Reporting to the Vice President of Business Partnerships and Labor Relations, this position is responsible for leading one of the teams of HR Business Partners and Employee and Labor Relations Specialists, ensuring the alignment of labor relations and HR strategy with business objectives. Under direction, and with appropriate partners, ensures the delivery of human resource services consistent with the values, leadership success factors, core competencies and key business objectives of the organization. Ensure the organization maintains fair and productive relationships with the union leadership while aligning with legal and regulatory requirements. Brown University Health employees are expected to successfully role model the organization’s values of Compassion, Accountability, Respect and Excellence, as these values guide our everyday actions with patients, customers and one another. In addition to our values, all employees are expected to demonstrate the core Success Factors which tell us how we work together and how we get things done. The core Success Factors include: Instill Trust and Value Differences Patient and Community Focus and Collaborate In addition, our leaders will demonstrate an aptitude for: Ensure Accountability and Build Effective Teams Drive Vision and Purpose and Optimize Work Processes By applying core and leadership competencies, leaders help Brown University Health achieve its strategic goals.

RESPONSIBILITIES:

Leadership: Responsible for leading a team of direct reports to implement and execute strategies that drive the delivery of team-based, customer-focused human resource services through the development of positive and collaborative working relationships with senior executives, managers, employees and other key customers. Interviews, hires, orients, assigns work to, evaluates, supervises, and regularly communicates with and prepares performance standards and development plans for team members. Manage team by providing guidance, coaching and leadership on complex matters including employee and labor relations issues and union contract interpretation. Provides leadership in the communication and application of the human resources management philosophy, policies, procedures, and practices. Develop and implement strategies to foster positive labor relations and mitigate potential conflicts. Strategy and Workforce Engagement: Contributes to the overall business strategy and its execution by collaborating with senior business leaders and labor partners to identify, prioritize, and build organizational capabilities, define, and structure human capital talent and drive the implementation of value-added, high quality human resources programs and priorities. Serves as a change agent and champion for the rollout of company-wide talent-related strategies and initiatives that support the success of the organization’s growth, drives business results, and reinforce a collaborative, aligned, and engaged culture.Provides guidance to management on the principles and techniques of fostering, recognizing, and rewarding desired workplace behaviors. Assesses and identifies potential organizational or operational changes likely to have significant effects on the organizational structure and/or culture. Monitor and analyze human capital data and provide proactive consultation to address potential business issues.Develop and maintain productive relationships with leaders to address and resolve issues and proactively implement effective workplace practices. Provide coaching to leaders and individuals to support high levels of productivity and engagement within the business.Collaborates with leaders to assess organizational needs and deliver solutions aligned to sustained improvement in employee engagement and retention. Guides in the formation of business plans and the human capital implications of workforce planning. Serves as a role model, develop strategies that promote high levels of client service. Employee and Labor Relations:Develops HR programs, tools, and resources, incorporating best practices from field operations, to serve as resources for the field and support the creation of alignment, consistency, and accountability in the management of employee relations issues. Serves as influential people partner, advising Senior Management, HR Business Partners and Employee and Labor Relations Specialists on a variety of complex employee and labor issues while effectively mitigating business risk. Designs and develops programs of effective interventions to prevent the need for third party representation of non-unionized employees and to promote recognition of the organization’s positive employee relations climate. Provide guidance to all levels of management on matters of employment and/or labor laws, and regulatory compliance.Designs and develops programs of effective interventions to prevent the need for third party representation of non-unionized employees and to promote recognition of the organization’s positive employee relations climate. Assist in the resolution of union grievances and disputes through conflict resolution techniques. Collaborate with legal counsel as needed to ensure compliance with labor laws and regulations. Provide training to HR professionals and management on union relations and collective bargaining principles. In accordance with contract provisions, lead joint labor-management forums and reviews approves the recommendations for compromise or settlement in the resolution of grievances, the avoidance of arbitration and the furtherance of a positive management environment. Teamwork and Collaboration: Promotes teamwork and participates in problem-solving and decision-making processes in the department. Manages a caseload of HR Business Partner areas of responsibility as a working manager. Works with and assists the Human Resources Business Partner team in the alignment of business objectives with employee and management priorities and outcomes. Consults and collaborates with members of the HRBP management team and leaders in the Centers of Excellence of HR. Employees embrace Brown University Health's mission of Delivering health with care and successfully role model Brown University Health's values of Compassion, Accountability, Respect, and Excellence as this guides our everyday actions with patients, customers, and one another.

MINIMUM QUALIFICATIONS:

EDUCATION :BS/BA Degree, preferably a degree in Human Resources, Behavioral Science, or Business Administration, with at least some course work or experience in labor relations required. Additional formal training or certificate programs in labor relations, contract negotiations and contract administration preferred. MBA and Senior Professional in Human Resources (SPHR) preferred or an equivalent professional qualification. EXPERIENCE : Five to Seven or more years of progressively responsible leadership and experience in managing complex employee and/or labor relations issues and management of a full range of human resources programs and services in a large diverse and operationally complex organization required. Thorough knowledge of the State and Federal Laws and regulations, as well as knowledge of labor law and regulatory compliance as it relates to collective bargaining rights. Demonstrated ability to develop and maintain effective relationships at all levels of the health system and the Hospitals, including coaching and influencing senior leaders. Strong HR and business acumen, cultural awareness, consultative skills, customer service orientation, functional human resources expertise, and self-initiative. Mindset of continuous learning and curiosity that supports progressive decision making and complex problem solving. Ability to work in a fast paced, matrixed environment managing multiple priorities while applying sound judgement and decision making. SUPERVISORY RESPONSIBILITY: Direct supervisory responsibility for up to four (4) direct reports. #J-18808-Ljbffr Brown University Health