Human Resources Business Partner

Job Description

At UC Health, we're proud to have the best and brightest teams and clinicians collaborating toward our common purpose: to advance healing and reduce suffering.

As the region's adult academic health system, we strive for innovation and provide world-class care for not only our community, but patients from all over the world. Join our team and you'll be able to develop your skills, grow your career, build relationships with your peers and patients, and help us be a source of hope for our friends and neighbors.

UC Health is committed to providing an inclusive, equitable and diverse place of employment.

The HR Business Partner (HRBP) position is responsible for aligning HR strategies with business goals and objectives. The HRBP also aligns the Centers of Excellence (Learning/Development, Compensation/Benefits, Talent Acquisition, Talent Management, Labor Relations) business objectives with employees and management of the designated business units they support. The position fosters partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its mid-range plans, its culture, and its competition.

Responsibilities

Strategic Partner:
• Collaborate with business leaders to understand operational goals and align HR strategies to support business objectives.
• Understands and develops business strategies and supports how the organization functions.
• Designs, develops, and implements innovative, value-add solutions that align with business objectives.
• Anticipates and solves organization, people, and change related issues.
• Serves as a strategic guide, providing recommendations on organizational structure, workforce planning, and succession planning.
• Strategically partners with leader's workforce planning including attracting, developing, and retaining talent, ensuring alignment between talent strategy and business growth.
• Identifies critical metrics and leads with data.
• Coaches and guides leaders and employees on HR matters.
• Ability to identify problems, analyze data, and develop effective solutions.
• Acts as a trusted partner between leadership and employees, ensuring open communication and alignment of expectations.
• Partners with internal and external parties, included represented when applicable, to foster positive working relationships that remain patient focused.

Functional Expert:
• Provides strategic guidance to business based on current legal and compliance standards and adjusts as the standards adjust.
• Provides guidance and support on key HR functions, including performance management, talent acquisition, employee relations, labor relations, compensation strategies, and/or benefits administration.
• Seeks out education opportunities and identifies gaps in business or needs of team.
• Partners with business to resolve issues using solution oriented and data driven approach.
• Acts as expert in investigations including determination of who runs the investigation, oversight of investigation, findings, and actions from investigation.
• Acts as a point of escalation for any leave management issues or risks.
• Partners with managers to address performance challenges, providing coaching and development plans to enhance employee capabilities.
• Remains diligent and informed on all UC Health initiatives and broader occurrences to remain vigilant in ability to coach and guide business in best contextual approach.
• Partner with leadership to manage and resolve complex employee relation issues while offering guidance through disciplinary procedures and policy administration all while remaining solution- oriented.
• Facilitate positive working relationships with respective union representatives and leadership, including facilitating agreements and leading meetings between parties in a collaborative style.
• Participates in any contract negotiation that may include represented employees, acquisitions, or other when applicable by ensuring knowledge, impact, preparation, research, analysis and recommendation related to situations.
• Prepare, present, and guide training for and around any applicable employee or labor relation situation, interpretation, and effective employee management.


Change Agent:
• Ability to drive alignment, lead and support the organization's culture, mission, and strategic initiatives in collaboration with the COE objectives.
• Creates plans and assists in implementation of changes focused on improved data or business results that include engagement, turnover, and/or retention.
• Identifies opportunities for continuous improvement and implements best practices in HR processes.
• Ability to partner and influence business leaders faced with difficult situations to manage personal or professional changes that occur.
• Answer business needs and provide additional insights and positive considerations to guide and support leadership.
• Leads action and supports employee and labor relation issues, initiatives, and/or goals.
• Advocates for innovative solutions to improve employee experience and organizational effectiveness.


Business Acumen:
• Anticipates needs and issues of business to proactively respond before escalations occur.
• Knowledgeable of system goals, business goals, unit goals, can articulate goal importance and connect to leaderships day to day operations.
• Current on relevant laws and regulations to ensure compliance.
• Promotes a positive workplace culture that aligns with company values and fosters employee engagement, collaboration, and well-being.
• Forward strategic thinking to advise business on considerations when change or initiative is coming or being implemented.
• Supports internal communications efforts to reinforce company mission, vision, and values across all levels of the organization.
• Reliable subject matter expert of the business as it relates to employment matters, impacts, culture, industry norms, and governing bodies and regulatory agencies.
• Develops and implements employee engagement strategies, including pulse surveys, feedback loops, and action plans.
• Guide leadership in action planning and implementation to improve employee culture.
• Addresses safety concerns when issues arise


Other Duties As Assigned

Qualifications

Minimum Required: Bachelor's Degree Bachelor's Degree - Human Resources, Business, or related. | Current HR Certification preferred. |Minimum Required: 3 - 5 Years equivalent experience. Preferred: 6 - 10 Years equivalent experience.