HR Business Partner (40 hours/week)

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Summary

1.0 FTE

Job Description

POSITION SUMMARY: Establish and maintain relationships with assigned client groups to influence, develop and integrate targeted human capital strategies based on needs of the business.  Provides strategic consulting, direction and assistance in the execution of people or business strategies, organizational development, talent retention, employee relations, performance management and internal communications for assigned units.

ESSENTIAL FUNCTIONS: Qualified individuals must have the ability (with or without reasonable accommodation) to perform the following duties:

• Strategic partner to leadership in assigned client groups, participates in business planning activities, identifies and recommends human resource responses aligned to business strategy.
• Collaborates with business leaders in identifying optimal workflow organizational/departmental design in assigned departments.
• Acts as internal consultant by analyzing and recommending solutions to human resource issues in assigned client groups.
• Initiates organizational development activities such as diagnosis/intervention, process consulting, development & succession planning.
• Provides standard reports and analysis of metrics and statistical data to identify trends and opportunities.
• Works on special projects and acts as internal subject matter expert within Human Resources on assigned areas to assist in developing and implementing strategies system wide. Facilitator/Leader of annual HR initiatives; i.e. benefits enrollment, merit & performance process, employee opinion survey, talent reviews, employee recognition events, etc.
• Partners with managers and assigned client groups to resolve employee relations issues that may include conflict resolution, performance improvement issues and terminations.  Acts as the HR lead and partner with appropriate stakeholders including legal, security and audit to support investigative initiatives relating to serious violations of LG Health guidelines, policies and procedures governing employee conduct (i.e. harassment, code of conduct, fraud) and recommend appropriate action.
• Provides coaching services to leadership.  Supports business transformation through an emphasis on strategic and organizational consultation. Coaches leaders on leading and managing their departments with a focus on driving change and utilization of change management tools.
• Completes first year on-boarding interviews with new hires and gathers information to support retention initiatives.
• Assesses situations and environments affecting employee engagement and provides managers with advice and recommends courses of action based on operating guidelines, policies and applicable laws.  Consults with managers on establishing and nurturing a positive employee environment, culture development and to provide necessary education and coaching.
• Reviews and analyzes facility employee metrics and operational statistics on productivity, turnover, recruiting, patient satisfaction, employee engagement to identify trends, activities, and potential issues within each department.  Applies understanding of the business units to strengthen action plans and partner with managers to implement and deliver key goals and objectives that support employee engagement.
• Partners with assigned client group to serve their business needs and positively and reliably represents Compensation, Employment, Talent Management and Benefits to facility staff and managers.

SECONDARY FUNCTIONS: The following duties are considered secondary to the primary duties listed above:

• Recommend revisions and implement human resource policies and procedures.
• Ensure clients are in compliance with established HR practices and procedures.
• Answer non-routine questions for information on policy interpretation.
• Works on special projects or serves on cross functional teams within HR and in support of business.
• Track data gathered from on-boarding interviews in tracking tool.
• Other duties as assigned.

JOB REQUIREMENTS

MINIMUM REQUIRED QUALIFICATIONS:

• BSN or B.S. in Human Resources or a related field
• Three (3) to five (5) years of progressively responsible experience in Human Resources, preferably in healthcare or a shared services business environment.
• Strong client service experience, ability to handle multiple clients.
• Strong and effective communication and interpersonal skills.  Strong persuasion/negotiation skill.
• Demonstrated HR consulting competencies including strategic focus, analytical and problem solving skills, diagnostic ability and process consultation skills.  Strong interpersonal skills, good judgment, excellent written and verbal communication skills.
• Proven ability to handle multiple projects and deadlines.

PREFERRED QUALIFICATIONS:

• Master’s Degree in Human Resources or Business Administration.
• Working knowledge of HR best practices.
• Background in organizational development.
• SHPR or PHR Certification.

COGNITIVE REQUIREMENTS

ATTENTION/CONCENTRATION – The following level of ability is essential for the jobholder to focus on certain aspects of current experience and reject others:              

• The position requires strong concentration skills.  The individual must have the ability to voluntarily sustain concentration to a task over an extended period of time as a result of an effortful and usually deliberate heightened and focused state of attention.

NEW LEARNING AND MEMORY – The following level of ability is essential for the jobholder to learn and retain material:                              

• A large portion of this position required reliance on verbal memory and new learning.  Efficiency in processing of verbal information, either in written or spoken form, is a major requirement and prerequisite of the job.  The individual must be able to attend to and process multiple bits of information simultaneously.  The individual must be able to organize and categorize this information effectively so that later recall is feasible.

PROBLEM SOLVING, REASONING AND CREATIVE THINKING – The following level of ability that is essential for the jobholder to think (in order to solve a problem) by combining two or more elements from past experience or imaginative thought:                               

• The position required much autonomy of thought and problem solving.  The individual must be able to apply principles of logical or scientific thinking to define problems.  The individual must be able to think abstractly, which is manifested in the ability to form concepts, use categories, generalize from single instances, apply procedural rules and general principles, and be aware of subtle or intrinsic aspects of a problem.  The development of hypothesis and potential solutions to problems involves careful interpretation, analysis and diagnosis.  The individual must be able to collect data, establish facts, and draw valid conclusions.  The individual must be able to think creatively with a degree of inventiveness, experimentation and intuition.  They must be able to deal with a variety of concrete and abstract variables.

APTITUDES:  The following are essential requirements of the position in relation to job-worker situations.  These items describe how a worker must adapt, adjust, conform or act:

Leadership, control and planning: Ability to accept responsibility for leadership, direction, control, planning, negotiating, organizing, directing, supervising, formulating practices, or making final decisions.

Performing under stressful conditions: Ability to perform under stress when confronted with emergency, critical, unusual, or dangerous situations, or in situations in which working speed and sustained attention are critical aspects of the job. Is subject to danger or risk, or to tension as a regular, consistent part of the job.

Variety and change: Ability to perform a variety of duties, often changing from one task to another of a different nature without loss of efficiency or composure involving significant differences in technologies, techniques, procedures, environmental factors, physical demands, or work situations.

Communication:  Ability to exchange information with others clearly and concisely; to present ideas, facts and technical information.

Interpersonal relations: Ability to maintain relationships that facilitate task accomplishment; to cooperate and resolve conflicts; to recognize needs and be sensitive of others.

EQUIPMENT USAGE REQUIREMENTS

Equipment/Tools: Computer, Phone, Copier, Printer, Fax, Office Supplies

Software: Microsoft Office Products

PHYSICAL REQUIREMENTS

Rarely 0-10%; Occasionally 11-35%; Frequently 36-70%; Continuously 71-100%

Body Position/Movement:

• Sit: Continuously
• Stand: Frequently
• Walk: Frequently
• Bend: Rarely
• Push: Rarely
• Pull: Rarely
• Kneel/Squat: Rarely
• Reach: Rarely
• Twist: Rarely
• Balance: Rarely
• Climb: Rarely

Lifting: Degree of physical exertion is:

Light, exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to move objects.

Sensory Abilities specifically required:

• Vision
• Hearing

PHYSICAL ENVIRONMENT

WORKING CONDITIONS: Exposure to hazardous conditions/ materials is negligible.

Disclaimer: This job description is not intended and should not be construed to be an exhaustive list of all responsibilities, skills, efforts, or working conditions associated with the job.  It is intended to be a reflection of those principal job elements essential for recruitment and selection, for making fair job evaluations, and for establishing performance standards.  The percentages of time spent performing job duties are estimates, and should not be considered absolute.  The incumbent shall perform all other functions and/or be cross-trained as shall be determined at the sole discretion of management, who has the right to amend, modify, or terminate this job in part or in whole.  Incumbent must be able to perform all job functions safely.

Disclaimer

LGH Full Time Posted on 11/15/2024