HR Business Partner, St. Francis Medical Center

The Human Resources Business Partner supports improved organization performance through coaching, mentoring, and supporting organizational leaders ensuring alignment of departmental practices with organizational goals. Uses knowledge of various human resources functions, including staffing, compensation, benefits, training and employee relations to provide tactical HR support to management. Consults with management in the strategic planning process and development of human resources strategies that support the departments needs. The successful HRBP will act as an employee champion and change agent, partnering with HR Centers of Expertise to deliver customized, value-added HR solutions.

Experience:

• 4 years of related experience, including employee relations

Education:

• Bachelors Degree

Special Skills:

• Strong consulting, interpersonal, critical thinking, problem solving, and verbal and written communication skills.
• Good computer skills and time management skills.
• Working knowledge of HR-related laws and legal requirements (ADA, FLSA, FMLA, EEOC, etc).

Key Responsibilities:

Strategic Planning

• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Partner with leadership to ensure HR practices are aligned with business unit strategy.

Employee Relations

• Coaches managers on conflict resolution, facilitates problem solving, administers progressive discipline procedure and recommends termination of employment based upon administrative review.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Works closely with management and employees to improve work relationships, build morale, and increase engagement and retention.

Retention and Engagement

• Administers annual performance review processes for client group(s).
• Provides input into leadership succession planning process.
• Diagnose and action plan to address high turnover and low employee engagement.
• Proactively design and implement programs to increase engagement; support leaders in development of engagement-increasing management practices.

Professional Knowledge

• Maintains a working knowledge of applicable state and federal laws to ensure legal compliance (EEOC, DOL, ADA, FMLA, FLSA).
• Maintains working knowledge of various areas of HR (recruiting, compensation, learning and development, compliance) to act as a broker of HR Center of Expertise services.