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Human Resources Business Partner

The HR Business Partner provides human resources consultation and support to a designated business unit.

Uses knowledge of various human resources functions, including staffing, compensation, benefits, training and employee relations to provide tactical HR support to line managers.

Consults with business unit management in the employee relations process and development of human resources strategies that support the unit's business needs.

Acts as a liaison to other human resources functions when necessary.


* 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.


* 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 the Employee & Labor Relations department of complex employee relations issues and union activities.


* Align HR policies and strategy delivery with organizational objectives and to promote companywide best practices and consistency.


* 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, putting plans in place to hire key talent to fill gaps, and crafting and rolling out communication strategies and implementation plans.


* Manage the delivery of companywide programs such as merit review and bonus planning.


* Maintain 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 as the basis for decision-making and to facilitate the hosp...




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