HR Business Partner,Mergers & Acquisitions

HUMAN RESOURCE BUSINESS PARTNER

REMOTE OPPORTUNITY!!

Qualified candidates should possess the following skills:

• Experience with mergers and acquisition
• Healthcare
• Change Management
• Business Development as it relates to HR
• ADP

Here we Grow! Because the need to care for children in this age is growing and changing, we are looking for an intelligent, caring Human Resource Business Partner who will join a mission-driven group that is focused on the health of children and the well-being of the family from an operational perspective. Our healthcare practice has grown from its South Florida roots since 1955 across Texas, California, Arizona, New York and there is more to come. At Pediatric Associates, our employees receive competitive salary, a generous PTO program, competitive benefits including a 401K with a Company match of up to 3.5%. With over 65 years of providing LOVING CARE to our patients, we offer the stability and security of an established practice with the excitement of a growing healthcare organization.

Apply on line, email or call us directly, and learn why this is a rewarding career move for you! This is a wonderful time to join our Big Orange PA Family!

Benefits at a glance:

• 3 Comprehensive Medical Plans
• Part Time Medical Plan
• Dental
• Vision
• Basic Life and Accidental Death and Dismemberment (AD&D) Company Paid
• Long Term Disability (LTD) Company Paid
• Short Term Disability (STD)
• Voluntary Term Life Insurance (Employee/Spouse/Child)
• 401K Retirement Plan
• Voluntary Benefit Plans
• Life Assistance Plan (EAP)
• Tuition Reimbursement
• Paid Time Off
• Paid Holidays

PRIMARY FUNCTION

The HR Business Partner, M&A is responsible for ensuring alignment between the business operations for integrating practices, OD & change efforts, and aligning with the Enterprise HR practices and objectives for Mergers and Acquisitions. Utilizing a keen understanding of the integrations and business's strategy, provides dynamic solutions using experience, data analyses, and organizational agility to guide decision-making under the supervision of the Organizational Development and Change functional leader. Provides education, consulting and coaching to integrating practice leaders and managers in order to support the business's vision, mission, and overall objectives, and ensures alignment with M&A objectives and change efforts.

ESSENTIAL DUTIES AND RESPONSIBILITIES

This list may not include all of the duties that may be assigned.

1. Consults with the business's leadership and management to foster and promote the engagement of the business's core values at all levels.
2. Takes a consultative role in organizational design efforts related to change management and OD efforts for Mergers and Acquisitions (M&A) in addition to navigating within the HR Shared Services model.
3. Acts as subject matter expert to assist HR and Integrations management and leadership in resolving employee relations issues, conducting effective investigations, and recommending action for sensitive and complex situations.
4. Educates and coaches departmental heads and management during the transition period for alignment of change management efforts, engagement, performance management processes, succession planning, compensation and remuneration programs, recruitment practices, and management decision making.
5. Assists leadership and management on progressive discipline of employees as well as employment decisions.
6. Plays a consultative and analytical role in the management of varied projects throughout the integration's lifecycle, actively participating in project teams, and implementing initiatives while simultaneously ensuring proper communication and collaboration within M&A team, business departments, HR, medical offices and executive management.
7. Facilitates effective implementation of mergers and acquisitions as well as new people management initiatives in different departments and levels of the business as appropriate. Provides support and expertise to multiple regions within an HR shared services model.
8. Ensures alignment between integrations, change efforts, people management strategies and enterprise policies and procedures, updating each as required.
9. Owns the enterprise HR Handbook, policy research, changes, and state requirements with guidance and sign of from senior HR leadership, including clinician and non-clinician policies.
10. Works closely with HR Management and team members in developing and applying changes to people management strategies, implementing best practices for the employee life cycle, and collaborating with the enterprise and integrations teams in a variety of transition and training programs.
11. Participates in the development and execution of change and integrations planning, and HR Leadership development planning efforts. Works with integrations partners and HR Management in developing and aligning with people management plans and strategies.
12. Occasionally represents the HR team in planning meetings, project meetings, or transition meetings for integrations and M&A efforts.
13. Partners with platform entity team members to lead the due diligence and other merger related tasks during integrations, including micro-acquisitions, supporting both PC and MSO companies.
14. Conducts integrations onboarding sessions, research, assists the team with tracking, and develops & enforces HR procedures and policies that drive value for integrating practices and create alignment with enterprise strategy and objectives.
15. Analyzes and reports on KPIs and trends related to human capital for integrating practices and uses these findings to proactively develop strategies and solutions to issues that affect the business's employee relations.
16. Provides best practices, insight and assists with integration of the organizations' Compensation function and Total Rewards strategy, in partnership with the Compensation team.
17. Maintains a clear and detailed knowledge of M&A activities, industry trends, best practices, and labor legislation across a variety of regions.
18. Drives development, change and engagement efforts for integrations, in partnership with OD & Change leader and the Enterprise HRBP team.
19. Collaborates with other enterprise departments in integrations efforts with a keen focus on enhancing engagement, retention, and the overall employee value proposition for integrations, using a variety of proven HR methods and available data to guide planning and implementation of HR processes.

QUALIFICATIONS

EDUCATION: Minimum Bachelor's degree required. Master's degree preferred.

EXPERIENCE: Minimum 4 years working experience in a leadership, HR, and/or M&A role.

CERTIFICATIONS: Appropriate people management qualification such as CCP, SPHR or PHR (or SHRM equivalent) preferred.

KNOWLEDGE, SKILLS AND ABILITIES

• Knowledge of HR laws and regulations related to all aspects of talent management
• Ability to manage multiple and completing tasks and prioritizes with flexibility, ownership and reliable follow-up
• Analytical and problem-solving skills
• Excellent oral and written communication skills
• Knowledge of state/federal requirements
• Ability to communicate effectively with the management team, and at all levels of the organization
• Proven ability to lead by example and foster mentoring relationships
• Outstanding ability to manage multiple priorities, facilitation skills, and personal leadership
• General knowledge of Merger and Acquisition best practices related to people-operations
• Must be able to communicate clearly and present to small - large groups

TYPICAL WORKING CONDITIONS

• Non-patient facing
• Works in an office environment
• May be either full time remote/telework or rotate working in the office and remote/telework
• If remote, must be U.S. based
• Involves frequent telephone interaction
• May require sitting or standing for long periods
• Stooping, bending and stretching for files and supplies
• Occasionally lifting files, boxes weighing up to 50 pounds
• View and type on computer screens for long periods
• Work in a high-volume, rapidly changing environment

OTHER PHYSICAL REQUIREMENTS

• Vision
• Sense of touch
• Sense of sound
• Requires manual dexterity sufficient to operate a keyboard, operate projector, copier, and other office and training equipment

PERFORMANCE REQUIREMENTS

Adhere to all organizational information security policies and protect all sensitive information including but not limited to ePHI and PHI (Protected Health Information) in accordance with organizational policy, Federal, State, and local regulations.