Director, Human Resource Business Partner

POSITION SUMMARY:

Provides human resources consultation and support to assigned business unit(s). Uses knowledge of various human resources functions, including staffing, compensation, benefits, training, and employee relations to provide tactical HR support to line managers. Serves as strategic partner to assigned business units, in the strategic planning process and development of human resources strategies that support the business needs. Acts as a liaison to other human resources functions when necessary.

Position: Director, Human Resource Business Partner

Department: Human Resources

Schedule: Full Time

ESSENTIAL RESPONSIBILITIES / DUTIES:

Provides overall strategic direction and long-term planning to ensure the achievement of the medical center's goals and objectives. Manages key initiatives and process improvement within the HR Business Partner team and/or a team of HR professionals. Models and incorporates BMC's Mission, Vision and Values in the development and ongoing initiatives that support and anticipate the strategic business objectives of the Medical Center.

Strategic Leadership and Operations

• Partner with the business unit(s)' management team to provide coaching and consultation and support on leadership and organizational development, change management and employee engagement.
• Proactively define, build and implement value-added HR strategies and solutions to enhance the business.
• Act as a consultant, advisor, facilitator and business partner with management and employees by thoroughly understanding the business issues of the organization and designing HR strategies to resolve identified business issues.
• Execute business-driven people strategies, processes and policies
• Develop, implement and champion action plans that advance short- and long-term business plans through effective leveraging of human resources
• Provide employee relations expertise to client groups ensuring compliance to company practices; state and federal employment law. Coach Managers on employee relations issues. Investigate employee issues and concerns and recommend appropriate action.
• Partner with Talent Acquisition and managers to ensure we are acquiring the right talent for the business unit(s).
• Drive aggressive leadership development strategies and actions, including identifying up-and-coming potential leaders to develop and ensure we are building bench strength within the organization. Lead and drive the building and implementation of key leader succession plans and appropriate retention approaches.
• Align HR policies and strategy delivery with organizational objectives and to promote companywide best practices and consistency.
• Facilitate organizational change on complex change efforts, i.e. major efficiency and process/performance improvement projects
• Partner with Organizational Development to develop and implement tools/strategies to drive career development strategies and outcomes.
• Liaison with internal Human Resources functions on organizational design, recognition, staffing, compensation, benefits, training and employee relations and general support of performance management, promotions and other employee transactions.
• Work in conjunction with department leadership to manage restructuring and reorganizations to strengthen the business. Efforts would include talent and organizational assessment, creating the right infrastructure and culture that drives collaboration and strengthens functional interaction and excellence, developing exit strategies, creating plans to hire key talent to fill gaps, and crafting and rolling out communication strategies/implementation plans.
• Manage the delivery of organizational programs such as performance management, annual compensation market review, and compliance programs managed by Human Resources.

Other Duties

• Maintains industry knowledge of practices and developments in HR Business Partnership strategy with particular emphasis on developments in the healthcare industry.
• Conform to hospital standards of performance and conduct, including those pertaining to patient rights, to ensure that exceptional customer service and patient care may be provided.
• Utilize hospital's core values and RESPECT attributes as the basis for decision-making and to facilitate the hospital's goals and mission.
• Follow established hospital infection control and safety procedures.
• Other duties as required.

(The above statements in this job description are intended to depict the general nature and level of work assigned to the employee(s) in this job. The above is not intended to represent an exhaustive list of accountable duties and responsibilities required).

JOB REQUIREMENTS

EDUCATION:

• Bachelor's degree in Human Resources Management, Organizational Development or related field required. Master's degree preferred.

CERTIFICATES, LICENSES, REGISTRATIONS REQUIRED:

• SPHR certification a plus.

EXPERIENCE:

• At least eight years' related experience required. Previous experience in a hospital setting and/or union environment is a plus.

KNOWLEDGE AND SKILLS:

• Knowledge of relevant employment laws, basic understanding of labor relations and broad knowledge of all functional areas across HR.
• Strong organizational, project management and change management skills required.
• Ability to work effectively with and influence all levels of management and to communicate effectively with individuals from different cultures, socioeconomic and educational backgrounds.
• Excellent critical thinking skills, ability to diagnose problems, resolve conflict, and develop practical solutions.
• Strong level of proficiency with Microsoft Office applications (i.e. MS PowerPoint, Word, Excel, Visio, Outlook) and web browsers.
• Ability to generate and make formal presentations on a variety of work-related topics on a regular basis required.