The HR Business Partner is responsible for aligning HR Programs with business and enterprise objectives. This consultative and trusted resource will partner with HR shared services and other COE partners to deliver value-added HR programs to functional or operational teams. The HR Business Partner role offers counsel to leaders in a rapidly changing business environment, identifying issues and initiating resolutions in line with corporate policies and strategic direction. Lead the execution of major HR initiatives and change management efforts to ensure retention and growth of our colleagues while achieving enterprise goals.
Duties & Responsibilities:
- Strategic Partnership: Collaborate with business leaders, other HRBPs, and HR shared services to identify solutions, process improvements, and changes needed to achieve business objectives.
- Consultative Relationships: Establish consultative relationships with site and functional leaders by understanding strategic objectives and providing sound HR counsel to enhance performance and productivity.
- Colleague Relations: Manage and resolve complex colleague relations issues, conduct thorough investigations, participate in decision-making, and proactively mitigate risks.
- Diversity and Innovation: Embrace diversity and openness to new ideas while applying business-savvy HR intervention practices to an evolving organization.
- Program Support: Partner with and support leaders in carrying out colleague-related programs and initiatives, such as performance management and colleague engagement.
- Data-Driven Approach: Analyze trends and metrics to make recommendations for solutions, programs, and policies. Leverage data and insights to drive talent decisions.
- HR Initiatives: Deliver on business-critical HR initiatives and projects, providing front-line implementation support, guidance, and leveraging change management practices.
- Leadership Guidance: Provide guidance and coaching to leaders to ensure performance outcomes (e.g., coaching, counseling, career development, corrective action).
- Organizational Design: Utilize organizational design principles to facilitate market or organizational restructures, workforce planning, and organizational capability projects.
- Talent Planning: Drive talent and succession planning for assigned areas.
- Onboarding and Assimilation Support: Assist with onboarding for new hires, promotions, and role changes in a hypergrowth environment.
- Policy Guidance: Provide HR policy guidance and interpretation.
- Strategic Projects: Perform strategic HR or enterprise projects as assigned.
- Ability to travel up to 40% within the assigned market/region.
- Excellent verbal and written communication skills.
- Strong interpersonal and consultative skills.
- Exceptional organizational skills and attention to detail.
- Ability to interpret and apply relevant laws, guidelines, regulations, ordinances, and policies.
- Thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and administrative practices.
- Proven time management skills with the ability to meet deadlines.
- Strong analytical and critical thinking capabilities; creative problem-solving skills.
- Proficiency in leveraging data and insights.
- Proficient with HRIS system(s), Microsoft Office Suite, or related software; digitally proficient.
- Bachelor’s Degree: Strongly preferred, or equivalent experience.
- Experience: Minimum of 5-7 years in resolving complex colleague relations issues, HRBP, or related experience.
- Industry Knowledge: Experience in a medical practice or healthcare industry preferred.
- HR Disciplines: Working knowledge of multiple HR disciplines, including compensation practices, organizational diagnosis, colleague relations, diversity, performance management, and federal and state employment laws.
- Certifications: SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) preferred, or ability to obtain certification within one year of employment.
Updated 4.2025