Sr. HR Business Partner

JOB SUMMARY The Sr. Human Resources Business Partner (Sr. HRBP) serves as a strategic partner and provides effective HR operational services and advice to leaders, managers, and staff to support the delivery of WhidbeyHealth organizational objectives and outcomes. The Sr. HRBP serves as a consultant on all HR-related matters, including performance management, and employee relations. The Sr. HRBP acts as an employee champion, leadership coach, strategic partner, and change agent. This position works closely with management and employees to improve work relationships, build morale, increase productivity and retention. The role includes skilled input into a broad range of HR policy work, managing complex and varied employee relations cases, and ensuring that HR data and reporting is fit for informed decision making. The Sr. HRBP will be expected to have supervisory duties. PRINCIPLE FUNCTIONS includes the following, other duties may be assigned: HR Business Partner Provides HR consulting as it relates to human resources programs and policies, often encompassing all areas of human resources. Provides policy guidance and interpretation; recommend and implement changes as needed. Analyses trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Partners with the Quality Departments for any Sanction matches and assists with Conflicts of Interest investigations and determines appropriate next steps. Reviews documentation for all *Activity Prescription Forms* (APF) and *Request for Reasonable Accommodation* forms and determines appropriate next steps. Acts as back-up/support to HR Generalist, Leave & Benefits. Employee & Labor Relations: Manages and resolves complex employee/labor relations issues. Conducts effective, thorough, and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the labor attorney as needed/required. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Consults with employees and management on employee relations issues providing guidance and assistance with policy interpretation, open and direct communication, conflict resolution, performance management, and conduct-related issues. Researches and explains laws and collective bargaining agreements to managers, supervisors, and employees. Uses surveys, interviews, and other studies to research human resource policies, compensation, and other employment issues. After analyzing the information, makes recommendations on changes. Administers and manages administration of labor contracts; provides interpretation of labor contracts to managers, employees and HR staff; oversees processes for review and resolution of employee grievances. Advises managers and employees on sensitive labor and employee relations matters, including grievance and arbitration procedures, performance issues and disciplinary actions; advises and assists managers in identifying employee relations issues and determining appropriate course of action. Serves as the HR representative in contract negotiations with recognized employee organizations. Maintains current knowledge of employee and labor relations trends, legal decisions, and statutory changes; conducts research necessary to support contract negotiations and employee relations. Uses appropriate negotiation strategies to develop bargaining goals and negotiate contracts consistent with the College's mission, values and goals. Facilitates on-going communication and working relationships with employee representative organizations including coordination of joint labor-management committees. May represent the organization in arbitrations and Employment Relations Board hearings related to unfair labor practice complaints. Supervision & Development Supervises and trains the HR Generalist, Benefits & Leave and works collaboratively with the HRIS Analyst. JOB KNOWLEDGE & QUALIFICATIONS Education Bachelor's degree from an accredited university or equivalent job-related experience. Minimum requirement: High school diploma. Training and Experience 5+ Relevant work experience in HR 1 year of work experience as an HRBP Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, collective bargaining agreements, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Practical application of collective bargaining and employment laws. Certificates, Licenses, Registrations SHRM-SCP, SHRM-CP, SPHR or PHR certification preferred. Benefit Information and Wage Transparancy: WhidbeyHealth Employees who work a 0.6 FTE or higher are categorized as, "benefit eligible". Wage Range: $90,000 - $130,000 Location: WhidbeyHealth · Human Resources Schedule: Full-time, Days 8 hour, Monday - Friday #J-18808-Ljbffr