Human Resources Business Partner

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Human Resources Business Partner

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remote type

On-Site

locations

Kalispell, Montana

time type

Full time

posted on

Posted Today

job requisition id

Req9235

Job Description Summary:
The HR Business Partner (HRBP) will primarily partner with HR leadership, team members and management staff on organizational and workforce planning, staff development, change management, employee engagement, HR services and communications that support Logan Healths mission, vision, and values. The HRBP will support multiple client groups, functions and/or locations; will facilitate the delivery of HR programs and services to support the business objectives in partnership with HR leadership, HR subject matter experts and staff.

Qualifications:
Bachelors degree in related field and minimum of five (5) years experience preferred. Other combinations of education and experience may be considered.
Extensive knowledge of employment, wage and hour and labor laws required. Experience with Montana regulations highly preferred.
Certification in Human Resources area preferred
Experience with facilitation, presentation and training delivery required. Excellent verbal and written communication skills including the ability to communicate effectively with various audiences.
Must perform duties professionally and competently under stressful situations.
Demonstrates professional decorum/presence and acts as a role model to management and employees.
Possess computer skills to include working knowledge of Microsoft Office Suite and ability to learn other software as needed. Meditech, Workday and/or API preferred.
Excellent interpersonal skills with the ability to manage sensitive and confidential situations with tact, professionalism, and diplomacy. Excellent organizational skills, detail-oriented, a self-starter, possess critical thinking skills and be able to set priorities and function as part of a team as well as independently.
Job Specific Duties:
Provides strategic HR business partner support to assigned client

groups. Provides

advice and counsel to management regarding: effectiveness of

staff, application

of human resource practices, policies and procedures, compliance with employment regulations/laws and resolution of complaints and grievances.
Drives informed decision making by using data to identify trends and works with business leaders to determine root cause of issues. Develops organizational effectiveness solutions. Identifies and takes action on coaching opportunities including the facilitation of individual, team and leadership interventions.
Collaborates with HR Leadership, HR Business Partners and subject matter experts (SME's) to successfully drive organization-wide programs and initiatives including performance management, annual performance reviews, recruiting support, workforce planning and change management.
Implements effective strategies to enable the organization to thrive. Provides group and one-on-one coaching with leaders and employees to support leadership development, business decision-making, human resources management, and problem solving and performance management. May initiate investigations and provide guidance regarding issues such as: working conditions, disciplinary actions, harassment, and employee complaints in collaboration with leadership/employee. Provides guidance

and recommendations

for problem resolution, analysis of data obtained, and timely report preparation.
Supports leadership with 1:1 coaching, performance management, and organizational development and effectiveness. Demonstrates skills to include coaching, influence, facilitation, presentation, communication, process development, strategic and tactical analysis, change advocacy and problem solving.
As a member of the HR team, plays a role in researching, developing and implementing succession planning, career management, performance management, compensation management and recruiting strategies. May contribute to the establishment of compensation structures reward and recognize high performance, innovation and creativity.
Identifies HR trends across the business groups and proactively proposes programs to address these trends. Acts as a strong conduit for the client groups needs as well as for HR programs and processes for business effectiveness. Partners with other HR staff to research and share best practices in order to ensure consistency and teamwork within the HR department. Actively participates within the HR team in the development, analyzing, modification, and implementation of personnel policies and procedures.
Functions as the HR Partner to management teams of assigned client groups. Supports assigned client groups in the achievement of its people related objectives for employee satisfaction, patient or customer satisfaction, labor costs targets, talent development and the development and maintenance of a high performing workforce. Actively participates in development of employee relations programs.
Supports management when conducting layoffs, grievance meetings, investigations, complaint resolutions, staff counseling and related progressive discipline activities, talent reviews and local training. Identifies, investigates and resolves grievances, and coordinates with the subject matter experts (SME) for resolution of mediated or arbitrated grievances, work environment scans and harassment investigations. Involved in terminations, unemployment hearings, EEOC charges, and reduction in force planning.
Maintains a role in the administrative duties of the HR department. Maintains responsibility to complete corrective action tracking, unemployment response and tracking, grievance management, job description development and other projects as assigned.
The above essential functions are representative of major duties of positions in this job

classification.

Specific duties and responsibilities may vary based upon departmental needs. Other duties may be assigned similar to the above consistent with knowledge, skills and abilities required for the job. Not all of the duties may be assigned to a position.
Maintains regular and consistent attendance as scheduled by department leadership.
Shift:
Day Shift - 8 Hours (United States of America)

Schedule Details:
Please know schedules and shifts are subject to change based on patient care and

department/organizational

needs.
Schedule:
Logan Health operates 24 hours per day, seven days per week. Schedules are set to accommodate the requirements of the position and the needs of the organization and may be adjusted as needed.
Notice of Pre-Employment Screening Requirements

If you receive a job offer, please note all offers are contingent upon passing a pre-employment screening, which includes:
Criminal background check

Reference checks

Drug Screening

Health and Immunizations Screening

Physical Demand Review/Screening

Equal Opportunity Employer

Logan Health is an Equal Opportunity Employer

(EOE/AA/M-F/Vet/Disability).

We encourage all qualified individuals to apply for employment. We do not discriminate against any applicant or employee based on protected veteran status, race, color, gender, sexual orientation, religion, national origin, age, disability or any other basis protected by applicable law. If you require accommodation to complete the application, testing or interview process, please notify Human Resources.

About Us

Our people are everything.
The amazing providers, employees, and volunteers at Logan Health gift this organization with their innovation, knowledge, and compassion. Together, we're connecting our community to trusted, quality care and helping to improve lives every day.
Do you dream of living and working in a beautiful area surrounded by stunning scenery and endless recreation?
Are you ready to evolve your career while working alongside passionate, talented, brilliant people?
Join our remarkable team and create positive patient experiences every day

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