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Sr Manager Talent Business Partner Management

2 months ago

Chicago, United States Howard Brown Health Full time

Reporting to the Chief Human Resources Officer (CHRO), serving as a member of the Human Resources Leadership Team (HRLT) and in collaboration with the HR Centers of Excellence (CoE), the Sr. Manager, Talent & Business Partner Management oversees an integrated approach to supporting and optimizing employment through and outflow flows programming, workforce competencies and organizational culture enhancement efforts. The Sr. Manager, Talent & Business Partner Management adds value by developing a thorough understanding of each business unit(s) goals and objectives while aligning HR services with management needs and requirements holistically. Leverages industry knowledge and best practices to promote the objectives of the HR department and Howard Brown Health’ mission, vision and values as well as supports culture enhancement and management efforts.



PRINCIPLE DUTIES AND ACCOUNTABILITIES


General Operational Excellence

Leads the design, development, implementation, integration and assessment of initiatives including organizational change, organizational analysis, communication planning, and restructures

Collaborates with managers and all members of the HR department to ensure effective program or process execution

Liaises with HR Centers of Expertise to provide effective and timely information sharing and HR initiative launches

Designs and monitors local metrics toward supporting efforts focused on talent acquisition, engagement, retention, succession planning, and other employee lifecycle factors

Identifies opportunities for continuous improvement in order to increase organizational, team, and individual performance


Business Partner Unit Management

  1. While supporting own assigned client portfolio, oversees short and long-term action planning and action plan execution for the Business Partner unit as well as the day to day work activities of the Business Partner role
  2. Delivers on collaboratively established BP excellence plan and consistently monitors all business unit plans milestones and outcomes
  3. Ensures supporting and mapping strategic priorities and operational functions in areas such as client-group short and long-term strategic plan and priority design and execution, employee engagement, workforce planning, policy interpretation, data analysis and employee relations
  4. Collaborates with Sr. Manager peers and serves as primary point of contact for Business Partner unit ensuring the cascading of relevant information to Business Partners toward promoting cross-functional efficiency
  5. Serves as a liaison between the HR organization and the assigned portfolio of business unit(s) in transferring and/or sharing best practices, relevant updates and strategic initiatives focused ensuring consistent, fair and equitable practice

Partners with leaders to develops and implement HR strategies that help the division achieve its mission, vision, culture, values, and strategic priorities

Serves as a thought partner to portfolio managing leaders to diagnose departmental and organizational challenges and develops and implements strategies to resolve issues

Develops an in-depth knowledge of the assigned portfolio and provide differentiated support to meet the departments' unique human capital needs

Provides coaching to managers to increase their leadership effectiveness

Facilitates an effective communication loop toward ensuring the people-focused needs of the assigned business unit are met

In collaboration with the Manager, HRIS, leverages data and recurring reporting to advise assigned business unit’s improvements and decisions

Analyzes and interprets policies, labor laws, and procedures to ensure compliance with regulatory requirements

Reinforces organizational compensation philosophies and guidelines to promote fair and equitable compensation practices (where applicable)


Talent Management

  1. Executes on organizational level learning and development programming
  2. Anticipates and assesses the gaps between business needs and people systems/capabilities within function and uses information to drive appropriate actions
  3. Leads the construction and maintenance of HR functional area/channel dashboards that report out to the department and executive leadership on key performance indicators (KPIs)
  4. Consults with departments regarding the implementation of HR projects, technology and services including working with directors, managers, employees and HR team members to provide for effective program or process implementation
  5. Analyzes data and observations across the assigned HR channels while highlighting trends
  6. Conducts thorough analyses and complex process mapping to support identification of inefficiencies, opportunities for automation, and other improvements


Employee & Labor Relations

In collaboration with the Sr. Manager, Employee & Labor Relations, coaches, trains and advises managers and staff regarding employee relations, talent management and human resources issues using sound judgment

Monitors trends and in collaboration with the Sr. Manager, Employee & Labor Relations, implements solutions preventing employee relations concerns

Partners with portfolio of business unit(s) leaders to effectively and proactively resolve employee relations issues and supports the crafting and delivery of disciplinary proceedings and other performance management processes for union and non-union staff

Other duties as assigned and/or required


EDUCATION/EXPERIENCE:

Bachelor’s degree from an accredited institution of higher learning in Business Administration, Human Resources Management or related discipline required.

Minimum six (6) years progressive Human Resources Management experience required. Of the six (6) years professional years requirement, a minimum of two (2) years experience supervisory and/or Business Partner unit oversight required. Experience in healthcare setting preferred. Employee and labor relations experience preferred.


CERTIFICATION/LICENSE:

Professional in Human Resources Certification preferred (PHR, SPHR).

Certification focused in project management preferred (Lean Six Sigma, PMP, etc).

Certification in Organizational Development and/or Organizational Effectiveness preferred (CPTM, CLDP, CPTD, etc)


KNOWLEDGE, SKILLS, ABILITIES (K/S/A)

Functional and proficient knowledge of and application of federal, state and county law

Functional and proficient knowledge of project management principles and approaches

Ability to interpret policies and agreements

Strong research interest and acumen

Ability to collaborate effectively while possessing the ability to be self-directed, motivated and take initiative

Strong emotional intelligence and self awareness ability

Strong communication abilities including written, oral and listening

Ability to demonstrate an understanding and acceptance of equity, inclusion and diversity concepts, and that they are broader than just race, ethnicity, and gender

Ability to maintain highly confidential information

Ability to time manage effectively and delegate when appropriate


ADA SPECIFICATIONS

Requires ability to speak audibly and listen actively.

Requires ability to use computers, telephones and other office equipment.

Requires ability to sit for extended periods of time.

May require occasional bending and lifting up to 25 pounds.


OTHER JOB SPECIFICATIONS

40% local travel; available for regular travel to Howard Brown Health locations