Senior Human Resources Business Partner

Job Summary: The Senior Human Resource Business Partner (Sr. HRBP) serves as a liaison between system operations and the Human Resources department. The Sr. HRBP develops partnerships across the HR Centers of Excellence to deliver value-added service to system leadership and employees, while supporting the mission, values and business goals and strategies of the organization. The Sr. HRBP provides support on workforce issues impacting strategic and business objectives, data analysis, identifies opportunities for improvement and leads the resolve of employee relations issues and HR initiatives. The Sr. HRBP maintains an effective level of business literacy for assigned entities including but not limited to, financials, strategic goals and objectives, culture, HR metrics, etc. This role also provides consulting to leaders regarding leadership and/or department implementation plan needs for continuous improvement and employee engagement and retention. Minimum Education: Bachelor’s degree in human resources, business or other related field. Master’s degree preferred. Licensure, Registration and/or Certification: PHR/SPHR or SHRM-SCP/CP, or related certification required within 1-year. Work Experience: Minimum of five years HR Generalist, Employee Relations, Organizational Development, or consulting experience with demonstrated knowledge of all human resource functions; or 3 years experience with a master’s degree in related field accepted. Knowledge, Skills and Abilities: Excellent verbal and written communication skills. Excellent interpersonal and negotiation skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to adapt to the needs of the organization and employees. Ability to prioritize tasks. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite (Word, Excel, PowerPoint, Outlook). Essential Functions and Responsibilities: Analyzes data, assesses trends, identifies issues and opportunities and performs root cause analysis for leadership at all levels for assigned entities. Partners with leaders to identify, plan and implement strategic objectives that are in alignment with organization goals and strategies and/or emerging needs. Provides data-driven, impactful solutions that strengthen organizational, leadership and employee capabilities/engagement. Serves as a consultant to leaders and employees of assigned entities on HR-related issues, best practices, employment law and HR policies. Participates in and/or leads the design, development and implementation of programs/projects. Investigates and advises on employee relations matters. Develops summary reports and provides recommendations for improvement. Maintains knowledge and system compliance of federal and state employment laws and regulations, including EEO/AA, Fair Labor Standards Act (FLSA) and other regulatory (TJC, DHS, CMS, OSHA, etc.) requirements. Decision Making: The carrying out of non-routine procedures under changing conditions, in conformance with general instructions from supervisor. Working Relationships: Direct Supervision of others. Works with internal and /or external customers via telephone or face to face interaction. Works with other healthcare professionals and staff. Works frequently with individuals at Director level or above. Special Job Dimensions: None. Supplemental Information: This document generally describes the essential functions of the job and the physical demands required to perform the job. This compilation of essential functions and physical demands is not all inclusive nor does it prohibit the assignment of additional duties. #J-18808-Ljbffr