Talent Mgmt Business Partner

: Primary Purpose The Talent Management Business Partner (TMBP) will consult with various Parkland business units and serve as the primary point of Human Resources contact for hospital leadership, primarily manager, director, and VP levels. The TMBP will be responsible for conducting investigations, guiding disciplinary actions, leading the execution of client-centric talent management plans, and leadership development solutions as part of an integrated, enterprise-wide Talent Management organization. Minimum Specifications Education

• Must have a bachelor's degree.
• Prefer a master's degree in Organizational Psychology, Industrial & Organizational Psychology, Organizational Development, Human Resources, Business Administration, or a related field.

Experience

• Must have eight years of Human Resources and relevant talent consulting experience.
• Must have a strong talent management background, including but not exclusive to employee relations, leadership development, compensation, learning and training, HRIS and talent acquisition.
• Prefer health care experience with change management responsibility.
• Prefer internal/external experience with a top tier consultancy or Fortune 200 organization.
• Prefer experience in both for-profit and non-profit industries.

Certification/Registration/Licensure

• Prefer a certification as a Professional in Human Resources (PHR) -OR- Certification as a Senior Professional in Human Resources (SPHR) -OR- Certification as a Society for Human Resource Management - Certified professional (SHRM-CP) -OR- Certification as a Society for Human Resource Management - Senior Certified professional (SHRM-SCP)

Skills or Special Abilities

• Must have ability to display and grow broad expertise across a range of disciplines including tactical HR services, employee relations investigations, consulting, organizational effectiveness, performance enablement, leader development, talent management strategy, succession planning, learning, and training, diversity and inclusion, and patient experience.
• Apply solid consultation skills with global HR perspective.
• Utilizes positional influence to promote buy-in among organizational stakeholders for HR initiatives.
• Apply understanding of labor laws (including but not limit to: ADA, FLSA, FMLA, Title VII, ADEA) to lead/guide effective employee relations investigations; demonstrate fairness and consistency by serving as a neutral party when handling employee issues, advising employees and management
• Demonstrate business acumen, including health care financial concepts, and workforce planning/labor management practices to assist with policy design, goal setting (short and long term), and talent gaps
• Demonstrate ability to interact, relate to, work with, and support the activities of a diverse workforce.
• Collaborate with and coach leaders to understand goals and strategy related to staffing, recruiting, and retention.
• Facilitate interventions that support the organization's human resource compliance and strategy needs.
• Maintain a high degree of personal integrity under pressure
• Resolve conflicts and reinforce an inclusive environment.
• Apply excellent written and verbal communication and people skills
• Lead projects as assigned
• Demonstrates key HR Leader Competencies, as determined by the American Society for Health Care Human Resources Administration
• HR Delivery - HR delivers through:
  • Systems and Services
  • Transactional Work
  • Technology Systems and Solutions
  • Metrics and Benchmarking
  • Compliance
• Health Care Business Knowledge - Demonstrate health care business knowledge by:
  • Understanding the delivery of health care from the perspective of consumers, employees, payers, physicians, and regulators.
  • Supporting and exhibiting cross-functional capabilities.
  • Applying best practices throughout the organization.
• People Strategies - HR leaders focus on people strategies to:
  • Capture the hearts and minds of their people - to create the desired culture.
  • Foster meaningful work that supports a high-performance environment and effective delivery of care.
  • Create operating models and structures that support the alignment of people, strategies, and culture.
  • Develop value-based leaders who can create a shared vision that delivers results for the organization.
  • Attract and develop a diverse workforce that meets both the needs of patients and the community.
  • Ensure that their organizations have talent management and succession planning in place to sustain delivery of care.
• Community Citizenship
  • Building relationships with internal and external stakeholders by connecting community to business results
  • Convening diverse groups to engage them in dialogue about the role of health care in the community
  • Partnering with external communities to promote the development and growth of health care careers
  • Personally, participating in professional organizations, networks, and community boards
• Personal Leadership: HR leaders reflect personal leadership through integrity and courage when they:
  • Champion the mission and vision of their organizations.
  • Display passionate dedication to the mission of health care, especially in the care of patients and families.
  • Inspire, influence, and motivate others.
  • Build trust through collaboration and consultation with stakeholders within the organization.
  • Model transformational thinking and continuous improvement Focus on achieving exceptionally high standards and are accountable for results.
  • Demonstrate self-awareness and self-motivation.
  • Champion continuous learning and self-growth.
  • Exhibit leadership through community service.

Responsibilities

• Delivers consulting services about all aspects of Talent Management (HR) up to the executive level.

• Provides diagnostic capability with using root cause analysis, critical thinking, multiple assessment techniques, and highly efficient problem solving.

• Develops and incorporates internal and external benchmarks tied to best practices in talent management and applies analytics to yield faster diagnosis and better outcomes.

• Investigates workplace complaints of violation of policy or law for which failure to investigate might subject Parkland to serious legal and financial risk, applying knowledge of employment discrimination laws, whistle-blowing laws, rules of evidence, and other laws pertaining to investigation plans, investigations, reports, responses, and recommendations; recommendations disciplinary actions up to and including termination.

• Provides critical input to business unit budgets, goals, and initiatives of aligned business units to ensure OTM has the necessary resources to support departmental goals.

• Builds engaged relationships with HR centers of excellence through trust, task-related support, and direct communication.

• Resolves and/or mediates conflicts in a respectful, appropriate, and impartial manner and refers them to a higher level when warranted.

Job Accountabilities

• Identifies ways to improve work processes and improve customer satisfaction. Makes recommendations to supervisor, implements, and monitors results as appropriate in support of the overall goals of the department and Parkland.

• Stays abreast of the latest developments, advancements, and trends in the field by attending seminars/workshops, reading professional journals, actively participating in professional organizations, and/or maintaining certification or licensure. Integrates knowledge gained into current work practices.

• Maintains knowledge of applicable rules, regulations, policies, laws, and guidelines that impact the area. Develops effective internal controls designed to promote adherence with applicable laws, accreditation agency requirements, and federal, state, and private health plans. Seeks advice and guidance as needed to ensure proper understanding.