HR Business Consultant

Partners with various HR Centers of Excellence and provides support for Leaders, Managers and Employees on organizational and employee matters, as well as coaching, HR process expertise, and other general HR activities. Responsible for collaborating and consulting to ensure efficient and effective resolution of HR matters. Focuses on education, compliance, and organizational strategy through policies and data analysis to support and resolve a variety of business and employee challenges and initiatives.

Requires in-depth conceptual and working knowledge acquired through deep experience in a particular job discipline. May also have familiarity of related disciplines and specialties. May lead projects of manageable risk or have accountability for ongoing activities or objectives. Commonly executes a wide range of difficult and complex tasks, requiring minimal guidance or supervision. May train or lead others. Careers may stabilize at this level for many years or until retirement.

JOB RESPONSIBILITIES

• Talent Management - Customize performance management objectives or goals to align with business unit strategy. Coach and advise leaders on value-driven performance management conversations. Analyze trends in performance data for business areas. Assist business unit leaders in providing employees with development opportunities that align with current and future performance standards. Participate in calibration sessions of performance ratings or talent reviews. Work with business leaders to identify the need and create development programs for high potential employees. Consult line management regarding talent development needs of the business line. Assess staffing needs based on organizational and business unit priorities. Discuss hiring needs with business unit leaders to identify critical skills gaps. Partner with the Human Capital Intelligence, HRBC peers, Finance and Business Unit data teams to ensure consideration of multiple data sources are utilized in developing workforce planning strategies and succession management. Leverage Talent Management COE tools to act as the advocate for leading the talent management and development plans for the business unit with a focus on enhancing the quality of leaders, building skills and capabilities of the workforce, and ensuring succession bench strength.
  
• Talent Analytics - Analyze workforce trends to model and forecast future labor requirements. Craft stories based on metrics to drive talent decisions and recommend strategy. Identify appropriate metrics to measure the progress of business unit HR strategies. Review key business performance targets and their related talent implications with business leaders.
  
• Human Capital Management - Audit HR processes such as performance management to mitigate bias. Analyze employee engagement survey data and provide recommendations to improve engagement. Develop insights from exiting employees. Foster culture and behaviors within the business unit that align with organization's values. Champion and assist in the development of people plans and solutions to achieve people initiatives and deliver results and a work environment where all employees can thrive and grow. Utilize HR COEs to facilitate viable solutions and human capital strategies to drive organizational performance. Partner with the Workforce Analytics, HRBC, Finance and Business Unit data teams to ensure consideration of multiple data sources are utilized in developing workforce planning strategies. Serves as a resource for coaching, consultation, and guidance with leadership to identify HR solutions and strategies needed to support the business and operational needs. Leverages expertise across HR functions to facilitate strategy, problem solving, and process improvement to achieve short- and long-term goals.
  
• Employee Relations - Assist leaders with employee underperformance (e.g., development of accountability improvement plans (AIP). Lead and participate in positive employee relations strategy and execution. Conduct and manage employee relations investigations. Issue standard letters and co-champion communications related to employee policies and/or training. Mediate and resolve employee relations issues (e.g., mediation between employees and leaders). Identify resources and guide leaders to create specific action plans for addressing individual employee behavior and/or performance concerns. Analyze trends, recommend, and implement solutions to employee relations issues and human resource needs. Monitor and ensure consistent and equitable employment related practices across business units. Collaborate with Legal, Compliance and other HR COEs regarding complex issues. Coach leaders on HR best practices and policy administration related to employee relations. Understand and solicit employee opinions and anticipate their needs and concerns.
  
• Change Management - Assist with developing a change management approach for the organization and business unit. Build a network of change champions to assist with impending change. Facilitate New Leader Assimilation between leader and staff to ensure a successful transition for business unit. Communicate complex ideas, anticipate potential objections, and persuade others, often at senior levels, to adopt a different point of view for organization effectiveness. Partner with clients on mergers and acquisitions.
  

Works with employees, frontline and executive leaders to deliver HR services. Requires broad range of HR expertise in complex and often matrixed environments to enable a positive employee experience and resolve business challenges.

JOB QUALIFICATIONS

• Bachelor's degree in a related field
  
• 5+ years of work experience in a related job discipline
  

Primary Location
Lincoln Building

Schedule
Full time

Shift
Day (United States of America)

Department
HR Business Consulting

Employee Status
Regular

FTE
1

Weekly Hours
40

*Expected Starting Pay Range
*Annualized pay may vary based on FTE status
$91,520.00 - $116,688.00

About Us

At Cincinnati Children's, we come to work with one goal: to make children's health better. We believe in a holistic team approach, both in caring for patients and their families, and in advancing science and discovery. We strive to do better and find energy and inspiration in our shared purpose. If you want to be the best you can be, you can do it at Cincinnati Children's.


Cincinnati Children's is:

• Recognized by U.S. News & World Report as a top 10 best Children's Hospitals in the nation for more than 15 years
  
  
• Consistently among the top 3 Children's Hospitals for National Institutes of Health (NIH) Funding
  
  
• Recognized as one of America's Best Large Employers (2025) , America's Best Employers for New Grads (2025)
  
  
• One of the nation's America's Most Innovative Companies as noted by Fortune
  
  
• Consistently certified as great place to work
  
  
• A Leading Disability Employer as noted by the National Organization on Disability
  
  
• Magnet® designated for the fourth consecutive time by the American Nurses Credentialing Center (ANCC)
  
  

We Embrace Innovation-Together. We believe in empowering our teams with the tools that help us work smarter and care better. That's why we support the responsible use of artificial intelligence. By encouraging innovation, we're creating space for new ideas, better outcomes, and a stronger future-for all of us.


Comprehensive job description provided upon request.

Cincinnati Children's is proud to be an Equal Opportunity Employer committed to creating an environment of dignity and respect for all our employees, patients, and families. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, genetic information, national origin, sexual orientation, gender identity, disability or protected veteran status. EEO/Veteran/Disability