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**We are more than a health system. We are a belief system.** We believe wellness and sickness are both part of a lifelong partnership, and that everyone could use an expert guide. We work hard, care deeply and reach further to help people uncover their own power to be healthy. We inspire hope. We learn, grow, and achieve more – in our careers and in our communities.

Job Description Summary:

The senior HR consultant (HRC) helps OhioHealth leaders execute strategy and deliver business results. The senior HRC reports to a VP, director, or manager and has no direct reports. Responsibilities include: Acting as an associate advocate and change agent. Maintaining a high level of business literacy about the HR business unit's financial position and strategic business plan. Brokering services provided by the Centers of Expertise. Collaborating with the HR director, manager, and other business unit leaders to influence the success and effectiveness of the overall HR function and organization. Soliciting input and feedback from HR and business unit associates. Modeling and promoting OhioHealth's values-based behavior and culture. Providing advice and counsel to leaders to support a positive and engaging work environment. Analyzing trends and metrics. Providing management with day-to-day guidance and coaching. Attending leadership Meetings. Driving Systemness and the enterprise-wide mindset. Supporting new leader orientation and assimilation. Promoting associate engagement in order to achieve service excellence. Acting in the absence of the HR manager or director. The senior HRC supports OhioHealth executives, associates, revenues, business entities, and activities. Typically, the HR senior consultant supports: More than one vice president or senior vice president. Between 1,000 and 2,000 associates working in two or three businesses. Ten-to-20 percent of OhioHealth's revenue. Multiple care sites. At least one enterprise function.

Responsibilities And Duties:

Acting as a coach and confidant to OhioHealth business leaders. Leading development opportunities for all levels of management. Ensuring team leadership and management effectiveness. Assessing talent. Enhancing personal effectiveness. Offering a balanced perspective and insights. Positioning leaders for success. Providing the direction, coaching, feedback, and support needed to build a strong and effective HR team. Influencing HR processes, systems, and tool development. Identifying and addressing issues and gaps. Facilitating HR processes to help develop associates capabilities. Analyzing OhioHealth trends and metrics in order to develop HR solutions, programs, and policies. Driving improved performance and business results. Ensuring performance management processes and practices are in sync with OhioHealth values. Leveraging OhioHealth Total Rewards to help drive performance, improve retention, and on-board strong talent. Helping leaders proactively develop talent, address performance issues, and top grade as necessary. Supporting leaders in driving employee health and productivity. Providing consulting, advisory, and coaching services to OhioHealth business leaders. Helping leaders manage the organization through change. Driving an enterprise-wide mindset. Interacting with leaders on leadership development programs status, results, and feedback. Communicating with care-site leaders to help Maintain system-business alignment. Enhancing meeting effectiveness in support of OhioHealth strategy. Leveraging organizational touch points 1: 1 meetings, roundtables, rounding g to drive change and enhance associate engagement. Supporting new leader orientation and assimilation. Enhancing leadership team effectiveness. Contributing to the development of an integrated organization and talent development strategy. Leveraging system processes to develop a talent pipeline, benchmark strength, and acquire talent. Using OhioHealth's associate opinion survey AO s to assess and drive culture and engagement year-round. Using OhioHealth's talent management process to create a pool of future leaders. Working closely with management and associates to improve working relationships, build a culture of engagement, increase retention, and maximize associate and physician satisfaction. Keeping a pulse on the environment through associate interactions. Redirecting associates to managers and the HR resource center as appropriate. Coordinating and hosting associate councils.

Minimum Qualifications:

Bachelor's Degree (Required)

Additional Job Description:

Field of Study: HR or a related field required. Approximately five Years of Experience in HR or a related field required.

Work Shift:

Day

Scheduled Weekly Hours :

40

Department

HR Business Partners

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Equal Employment Opportunity

OhioHealth is an equal opportunity employer and fully supports and maintains compliance with all state, federal, and local regulations. OhioHealth does not discriminate against associates or applicants because of race, color, genetic information, religion, sex, sexual orientation, gender identity or expression, age, ancestry, national origin, veteran status, military status, pregnancy, disability, marital status, familial status, or other characteristics protected by law. Equal employment is extended to all person in all aspects of the associate-employer relationship including recruitment, hiring, training, promotion, transfer, compensation, discipline, reduction in staff, termination, assignment of benefits, and any other term or condition of employment