HR Business Partner

We are hiring for a full time, experienced HR Business Partner to join our HR Strategic Services team! This position is hybrid (3 days onsite & 2 days from home), and the office location is downtown St. Paul, MN.

As a strategic partner for assigned departments, the HR Business Partner (HRBP) plays a critical role in building organizational capability, cultivating talent, and fostering a respectful and supportive culture that allows Gillette Children's and its employees to achieve their goals. The HRBP collaborates with leaders, managers, employees and all areas of the HR function to develop and drive the people strategies that allow us to attract, develop, and retain top talent. The HRBP advises managers and employees on strategic and tactical matters and appropriate solutions to help advance the hospital's goals. In addition to day-to-day responsibilities supporting assigned departments, the HRBP takes ownership of key initiatives, driving them to completion.

Compensation & Benefits

The annual salary range for this opportunity is $84,177 to $126,235, with a median salary of $105,206/annually. Pay is dependent on several factors including relevant work experience and internal equity. Salary is just one component of the compensation package for employees. Gillette supports career progression and offers a competitive benefits package, including a retirement saving match, tuition and certification reimbursement, paid time off, and health and wellness benefits.

Primary Job Responsibilities

• Develops relationships, manages interactions, and provides HR guidance with the goal of providing excellent service at the personal, departmental, and organizational level.
• Participates and leads the design and implementation of a variety of human resources/people initiatives (e.g., department restructures, job analysis and design, employee retention and recognition, employee surveys, performance management, workforce planning, leadership resources, leadership learning and development, etc.).
• Provides consultation on all facets of the culture including performance management, career development and performance improvement.
• Conducts climate survey's for specific sections of the workforce, exploring workplace challenges (i.e., morale, retention, etc.). Analyzes information and creates action plans in collaboration with appropriate partners.
• Provides leadership and guidance in facilitating employee relations matters in a positive and proactive manner to ensure appropriate resolution and follow through.
• Manages employee relations issues such as employee complaints, harassment allegations, and performance issues while ensuring legal compliance and managing risk. Effectively investigates issues, makes recommendations, and takes appropriate action.
• Partners with managers and employees on complex leave of absences.
• Maintains knowledge of, and complies with, all relevant laws, regulations and policies, procedures and standards.
• Interprets and implements HR policies and procedures. Recommends new approaches, policies, and procedures to affect continual improvements in the value of HR services and programs.
• Models and embraces process improvement initiatives and drives implementation into HR practice.
• Provides consultation and leadership on employee engagement including assessing data and results, understanding the cultural or team dynamics and providing recommendations on improving or driving engagement.
• Collaborates with assigned groups, conducts workforce planning and identifies staffing needs. Identifies critical group skills and competencies and develops plans to ensure realization of those skills and competencies.
• Partners with Talent Acquisition Specialist and hiring manager for open positions needs or workforce planning needs.
• Onboards new leaders and provides materials and tools to leaders for assistance with the onboarding of all employees.

• Provides department leaders and employees with the necessary tools and guidance to effectively move through organizational culture change.

• In conjunction with the Education department, identifies and/or delivers training programs aligned with the needs of the business and the overall Learning and Development Strategy.
• Utilizes metrics to help drive organization and HR efficiency, improve key processes and make recommendations to enhance services.
• Analyzes employee data (e.g., new hire and exit interview information) to identify and address trends. Uses data and formal or informal feedback to identify coaching/training opportunities, and areas for improvement.
• Leads key processes and projects for the HR department (e.g., Compliance, Onboarding, Recognition). May lead or participate on various committees (e.g., Diversity, Wellness)

Qualifications

Required:

• Bachelor's degree
• Minimum of 5 years Human Resources experience as a generalist or business partner
• Relationship building and consultative skills
• Excellent oral and written communication skills
• Must have demonstrated ability to effectively help establish standards, practices, policies and procedures consistent with laws and regulations, especially in the areas of FLSA, FMLA, ADA, EEO, and other standards, legislation, and trends that affect HR practice
• Must have demonstrated ability to effectively handle problems or issues by using judgment consistent with standards, practices, policies, procedures, regulations and employment law
• Demonstrated flexibility and adaptability
• Strong organization and time management skills
• Broad knowledge of diversity and inclusion processes, procedures and practices
• Knowledge of HR metrics and business metrics
• Familiar with a Human Resource Information System

Preferred:

• Master's Degree
• Experience and credibility working with leadership at all levels

Gillette requires all staff to be fully vaccinated for COVID-19 unless there is a Gillette-approved medical or religious exemption. New hires will be required to have at least one dose of the COVID-19 vaccine prior to starting employment and submit proof of 1st dose of COVID-19 vaccine prior to 1st day. Gillette also requires all employees to receive the influenza vaccine or wear an approved face mask during influenza season. The flu vaccine can be done at the time of the health clearance appointment.

Gillette Children's is committed to recruiting and retaining a diverse team, as we know that the diverse experiences of our employees make Gillette a stronger and better organization. We are committed to creating an equitable and inclusive environment where all patients, families and staff are welcomed and valued. We believe diverse perspectives and identities foster excellence, improve patient care and are essential for Gillette to fulfill its mission. Our team members collaborate to help patients of all backgrounds and abilities reach their full potential.

Gillette Children's is an equal opportunity employer and will not discriminate against any employee or applicant for employment because of an individual's race, color, creed, sex, religion, national origin, age, disability, marital status, familial status, genetic information, status with regard to public assistance, sexual orientation or gender identity, military status or any other class protected by federal, state or local laws.

Gillette Children's is a global beacon of care for patients with brain, bone and movement conditions that start in childhood. Our research, treatment and supportive technologies enable every child to lead a full life defined by their dreams, not their diagnoses.

To learn more about working at Gillette Children's, please visit https://www.gillettechildrens.org/careers.

Gillette Children's participates in the U.S. Department of Homeland Security (DHS) E-Verify program which is an internet-based employment eligibility verification system operated by the U.S. Citizenship and Immigration Services. If E-Verify cannot confirm that you are authorized to work, Gillette will give you written instructions and an opportunity to contact DHS or the Social Security Administration (SSA) to resolve the issue before Gillette takes any further action. Please visit https://www.e-verify.gov/ for further details regarding e-verify.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)