Senior HR Business Partner

Overview Ardent Health is a leading provider of healthcare in communities across the country. With a focus on consumer-friendly processes and investments in innovative services and technologies, Ardent is passionate about making healthcare better and easier to access. We are driven by our purpose of caring for people: our patients, our communities and one another. Located in Brentwood, Tennessee, Ardent has earned a reputation as one of the industry's strongest and most innovative healthcare systems. Our facilities and clinics are consistently recognized among healthcare's best employers. We recognize each hospital and clinic is as unique as the community it serves. We strive to maintain strong community ties through advisory boards, contributions, charitable care, education and outreach. 30 hospitals 280 sites of care 4,281 beds 24,000+ team members 8,200+ nurses 1,800+ aligned providers 5.8M annual provider encounters 421 medical residents Ardent makes considerable investments in people, technology, facilities, and communities, producing high quality care and extraordinary results. From newly constructed facilities and expanded services, to lifesaving technology and outstanding opportunities for employees, Ardent is committed to providing its hospitals and clinics the tools needed to succeed. Position Summary The Senior HR Business Partner ensures alignment between the business operations and the HR practices and objectives for their client group. The Sr. HRBP brings a keen understanding of the business's strategy and consults with department leaders to develop solutions to talent issues and opportunities. The Sr. HRBP is responsible for supporting managers and directors and their respective teams to drive results based on business strategy and objectives. The position collaborates across the field HR function and with COE teams to deliver value-added service to management and employees that reflects the business objectives of the facility, market, and region. The Sr. HRBP will mentor and/or supervise HRBPs in their market and provide opportunities to grow and develop their skillset. Responsibilities Serve as a single point of contact for non-administrative HR related activities for larger client groups and/or multiple locations. Provide timely and effective support, advising and coaching management and director levels of management on the consistent interpretation and implementation of HR policies, procedures and systems across a wide range of HR areas. Maintain up-to-date knowledge of business objectives and support goals through the effective application of talent and performance management practices. Serve as a consultant/trusted advisor in resolving departmental, people and change related issues. Coaches business leaders on HR policies and processes, inclusive of talent planning, development, federal and state level employment practices, and performance management. Understand and effectively use people related data to guide leaders in making informed people decisions and solve business challenges. Use data to identify talent trends in market and engage leaders in proactive planning discussions. Generate necessary reports and statistics for management; analyzing trends and metrics. Develop solutions to a variety of complex problems. Take the lead in the development of new, and expansion of existing, employee engagement initiatives for client group. Drive continuous improvement of HR policies, processes, procedures and systems to ensure effective and efficient service delivery, compliance with current legislation, and alignment with best practice. Partner with client management/leadership team and assigned Recruiter to support recruitment, selection, and offer negotiations, as needed, of top talent. Onboard new leaders with a detailed review of current talent and performance of team, employee engagement, and talent acquisition in progress. Support hiring managers in preparing and executing detailed onboarding plans for new hires. Partner with and support managers and directors on performance management processes, including goal setting, employee performance improvement plans, employee relations issues, and providing advice on related employment legislation. Lead Performance calibration sessions as part of annual performance review cycle to support pay-for-performance culture. Communicate learning and development needs identified through collaboration with business leaders and data analysis to COE partners. Collaborate with COE L&D in the design and/or delivery of interventions to address departmental, people and change related issues. Provide support in the delivery of HR related learning programs (e.g. Dignity & Respect, Diversity & Inclusion, Leadership skill development). Lead annual Talent Review (9‑Box) and Succession Planning processes for client group. Support assessing talent, lead calibration sessions, and ensure appropriate plans are put into action. Qualifications Bachelor's degree. 2+ years of HR Business Partner experience including supporting Directors and above, extensive experience of operating in a business partner model to create positive business outcomes. 2+ years consulting with leaders. Experience facilitating meetings, discussions, and programs (training content). Demonstrated application of data to guide leadership decisions. Demonstrated ability to work independently and meet deadlines. Demonstrated ability to collaborate with and influence leaders. Experience leading and mentoring internal partners to deliver results. SHRM certified and/or extensive knowledge of current Human Resources practices, principles, and trends. #J-18808-Ljbffr