Strategic HR Business Partner NN

ABOUT NCH

NCH is an independent, locally governed non-profit delivering premier comprehensive care. Our healthcare system is comprised of two hospitals, an alliance of 700+ physicians, and medical facilities in dozens of locations throughout Southwest Florida that offer nationally recognized, quality health care.

NCH is transforming into an Advanced Community Healthcare System(TM) and we’re proud to: Provide higher acuity care and Centers of Excellence; Offer Graduate Medical Education and fellowships; Have endowed chairs; Conduct research and participate in national clinical trials; and partner with other health market leaders, like Hospital for Special Surgery, Encompass, and ProScan.

Join our mission to help everyone live a longer, happier, healthier life. We are committed to care and believe there's always more at NCH - for you and every person we serve together. Visit nchjobs.org to learn more.

JOB SUMMARY

The Strategic HR Business Partner (SHRBP), in collaboration with the Director of Talent Management and HR Leadership, leads the procedures and workflow of the HR business partner team.

The SHRBP serves as a trusted and collaborative advisor, providing a proactive, practical, and valued HR perspective in partnership with organizational leadership. The SHRBP will oversee team meetings for the Strategic Partner team and will provide feedback to HR Leadership as appropriate. This individual possesses strong skills in building relationships, diagnosing issues, advising, influencing, and guiding all levels of management on the HR implications of business decisions related to aspects of people-management and leadership.

The SHRBP leads the Strategic Partner Team in strategic direction, development and implementation of strategies, policies, and plans to ensure that each NCH department is equipped with the human capital to achieve the standards of productivity and effectiveness. Plans and leads the development of the business culture, and people management. Acts as a Coach and mentor to leadership in leading the creation of a business excellence culture that facilitates and accelerates the growth of the respective business unit and organization. 

ESSENTIAL DUTIES AND RESPONSIBILITIES

– Other duties may be assigned.

· Collaborates with cross-functional teams to identify and evaluate potential partners aligned with organizational objectives.

· Fosters strong relationships with key stakeholders, both internally and externally, to facilitate effective collaboration.

· Provides strategic guidance to partners, leveraging industry knowledge and insights to drive joint success.

· Monitors and evaluates partnership performance against key metrics, making data-driven recommendations for optimization.

· Provides guidance and oversight to the Strategic Partner Team regarding Organizational and HR policies and procedures when dealing with employee relations issues. Will ensure that the team remains current and knowledgeable with all policies.

· Coordinates and leads Strategic Partner Team meetings; policy review; knowledge sharing/case study reviews of employee relation issues; and strategic planning for HR as it relates to the larger Healthcare System.

· Maintains database for all employee relation issues/documentation and ensures compliance with documentation with the strategic partner team regarding usage and ensures its accuracy. Ensures consistency in grievance and corrective action processes and consistency in letters and forms used by the team and at times approved by Legal Counsel.

· Ensures unemployment claims are completed in a timely manner by the team to maintain compliance and optimal financial outcomes for the system. Participates in Unemployment Hearings. Consults with Senior Leadership and Legal Counsel as necessary to respond timely to all employee relations claims, including but not limited to EEOC claims and will collaborate as necessary with outside legal counsel.

· Works in collaboration with Director of Talent Management to ensure financial forecast is met for the HRBP aspects of the HR forecast. Proposes ideas and executes learning and education for HRBP Team.

· Collaborates with colleagues in HR and the Center for Innovation and Learning to provide regular and appropriate training for leaders and staff; prepares and researches presentation materials and ensures the HRBP Team is prepared to present.

· Maintains oversight for proactive, meaningful rounding. Tracks database of rounding initiatives and identifies rounding needs. Works with all levels of Leadership to ensure rounding is consistent and meets the needs of the business.

· Advises on practices related to workforce planning and recruitment, leadership and employee development and training, performance management and compensation reviews, career and succession planning, workforce analytics and organizational effectiveness within specific business unit(s) as assigned.

· Spearhead’s compliance efforts related to regulatory standards, including generating written responses, reviewing data for accuracy, performing file audits, and providing documentation to the appropriate regulatory authorities. Collaborates as needed on development, implementation, and communication of HR procedures and policies.

· Collaborates with leadership to execute organizational development strategies in areas such as performance management, talent, and leadership development. Trains and consults leaders on styles and behaviors that improve employee productivity and engagement. Facilitates formal training as appropriate. Identifies performance related competency gaps and recommends appropriate correction.

· Champions recommendations and revisions of policies and procedures.

· Leverages the expertise of other HR departmental leadership to address facility issues. Drives strategic initiatives and objectives as a proactive and valued member of the HR leadership team, adjusting strategy to respond to changing needs.

· Provides expert advice, influencing business decisions impacting and related to all aspects of people management and leadership. Serves as a consultant, most frequently on issues related to strategy, execution and change, talent management, employment engagement, and performance management by understanding the key drivers of the business and how effective HR strategies can assist with achieving organizational goals.

· Monitors workforce data, and analyzes HR metrics, identifies trends, formulates insights, prepares reports and presentations, and makes recommendations to drive key business opportunities to influence and drive employee engagement, performance, retention, employee experience, and influence stakeholder and management decision making.

· Will perform as an essential employee for the Human Resource Department. Essential employees are those who have critical functions to support the organization during and immediately after a weather disaster or pandemic. Essential employees are expected to report for duty as scheduled.

EDUCATION, EXPERIENCE AND QUALIFICATIONS

· Minimum Bachelor’s Degree required, Master’s Degree preferred.

· Minimum of 5 years relevant HR business partner/business manager experience, healthcare experience preferred, in a complex multi-site environment.

· Working knowledge of multiple human resources disciplines including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, federal and state respective employment laws.

· Requires a sound working knowledge of statistical concepts and data collection procedures.

· Strong understanding of HRIS and Payroll systems; preferably Kronos.

· Must be able to prepare and analyze reports and presentations and present ideas clearly and concisely, both orally and in writing.

· Strong attention to detail, accuracy, and the analytical ability to solve problems and issues.

· High level of proficiency with Windows, MS Word, MS Excel, MS Outlook required.

· Strong analytical, organizational, and communication skills required.

· Self-motivated to be organized, achieve high performance standards, and accept accountability for performance.

· Experience balancing a dynamic workload with constantly changing priorities, deadlines, and project scopes.