"Alerted.org

Premier Physician Network

FT / 80 hours per pay period

Position Summary

General Summary/Responsibilities:

The Senior Human Resources Business Partner (Sr. HRBP) leads the delivery of HR services to internal customers to drive outstanding performance including the delivery of complex HR business solutions. The Sr. HRBP partners closely with leaders to drive results, consult on critical talent decisions and achieve operational excellence. The Sr. HRBP serves as a trusted advisor and collaborator on HR issues and as a partner to the business in hiring, developing and retaining talent. This position partners with other HR team members and has a cohesive approach in order to provide a culture of consistency and impartiality.

Knowledge/Skills:

+ Ability to apply principles, practices, and procedures of human resources administration required for a HRBP.The ability to maintain up to date knowledge about core business and HR technologies to solve business challenges.

+ Demonstrates pervasive integration of integrity and accountability throughout all organizational and business practices

+ The art of developing and managing interactions with and between others with the specified aims of service and organizational success.

+ Highly developed interpersonal skills with the ability to communicate with purpose for all possible audiences; the ability to manage interactions with key stakeholders and provide appropriate recommendations and solutions that address current and future organizational gaps.

+ Strong consultation skills as demonstrated by the art of providing direct guidance to organizational stakeholders seeking expert advice on a variety of situations or circumstances; can analyze business challenges, generate creative solutions, and provide guidance based on leading practices and research that account for the organization’s unique internal and external environments.

+ The art of managing human resources regardless of cultural differences; the ability to recognize and mitigate the influence of bias in business decisions.

+ The ability to lead or maneuver initiatives and processes within the organization with great agility; can lead the organizational through adversity with resilience and tenacity.

+ Skill in digesting complex data and assessing the value to HR and business strategy; ability to research and analyze various types of date information and utilize metrics to measure outcomes; the ability to interpret information and data to make business decisions and recommendations.

+ Strong business acumen with the ability to understand all business functions within the organization and industry; recognizes how internal and external factors interact to influence organizational performance.

+ Working knowledge of relevant HR laws with the ability to make recommendations to effectively resolve issues by using judgment consistent with standards, practices, policies, procedures, regulations, or law.

+ Advanced presentation and facilitating skills to train, orient, and develop others.

Essential Duties & Functions:

+ Establishes oneself as a credible and trustworthy source for employees to voice concerns; establishes HR team as a credible and trustworthy resource within the organization; serves as a role model for ethical behavior by consistently conforming to the highest ethical standards and practices, mediates difficult employee relations and/or other interactions as a neutral party. Develops and maintains partnerships with employees, supervisors, and members of leadership to maximize value to the organization.

+ Acts as a catalyst for change and innovation driving cultural change to transform service delivery and improve organizational effectiveness, embed organizational values in developing solutions to support a high performance culture while ensuring that key stakeholders and objectives are successful.

+ Collaborates with Organizational Effectiveness to drive performance management and build individual and organizational capabilities and competencies through leadership development, one-on-one coaching, and development of employee engagement strategies; maintains a system thinking perspective when making decisions.

+ Provides expert guidance to clients in managing labor and employee relations in alignment with organizational philosophy and standards, to include but not limited to the following:performance management, investigations, discipline and grievances.

+ Mediates conflict and supports constructive resolutions; asks tough questions to challenge others’ thinking while demonstrating political savvy and emotional intelligence.

+ Partners with leadership to move the organization effectively through significant change and large scale interventions such as growth, restructuring, RIF’s and process improvement.

+ Promotes and implements the full range of workforce, succession planning and talent management strategies that will support the delivery of business requirements; engages and retains employees through positive interactions that support the mission, vision, values, and goals of the organization.

+ Partners with Management Team(s) in order to clarify their human capital and organizational requirements, influences or proposes business-driven HR Strategies and drives the delivery of results in order to achieve the business plan; develops a business case for proposed solution sets; demonstrates flexibility and agility with changing conditions; measures results against performance metrics; demonstrates a value for key stakeholders; aligns solutions to the business strategy while establishing measurable goals and objectives

+ Serves as the first point of contact for the business unit to broker HR solutions by partnering with system HR functions to propose, implement, communicate, manage, and enhance HR programs by fostering creativity and innovation.Facilitates clients in talent forecasting and management, organization re-design/restructuring and development of position descriptions.May participate in candidate screening and selection process for key positions.Designs long term business solutions in partnership with HR customers. Ensures that HR and business solutions are on-time, on-budget, and high quality.

+ Manages processes including audits and other proactive measures to ensure healthcare regulations (i.e. Joint Commission, ODH, CMS, and other regulatory/accrediting bodies), HR standards, and employment laws are met, in a manner consistent across the system to the extent possible.

+ Maintains advanced knowledge in the use of data, performs evidence-based research, and utilizes benchmarks and HR business metrics to make critical decisions with a goal towards leading practices and/or incremental improvements.

Other Duties & Functions:

The above duties and responsibilities may be essential job functions subject to reasonable accommodations. All job requirements listed include the minimum knowledge, skills, and/or ability deemed necessary to perform the job proficiently. This job description is not to be constructed as an exhausted statement of duties, responsibilities, and requirements. Employees may be required to perform any other job-related instructions as requested by their supervisor, subject to reasonable accommodations.

Qualifications

Education

**Minimum Level of Education Required:** Bachelor's degree

Additional requirements:

• **Type of degree** : Human Resources, Business Management, Organizational Development or related field required.

• **Area of study or major** : N/A

• **Preferred educational qualifications** : N/A

• **Position specific testing requiremen** t: N/A

Licensure/Certification/Registration

• 575 – PHR or SHRM – CP Preferred

Experience

**Minimum Level of Experience Required:** 5 - 7 years of job related experience

**Prior job title or occupational experience:** Human Resources

**Prior specific functional responsibilities:** N/A

**Preferred** **experience:** Healthcare

**Other** **experience requirements:** N/A