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Senior HR Business Partner

4 months ago

San Andreas, United States Dignity Health Full time
Overview

Mark Twain Medical Center is a member of Dignity Health. The word dignity perfectly defines what our organization stands for showing respect for all people by providing excellent care. Mark Twain Medical Center opened on August 26 1951 and is located in beautiful San Andreas California. Since opening Mark Twain has provided the highest quality health care for all those needing medical care in Calaveras County. We offer care expert staff and state-of-the-art equipment to meet the growing needs of our community and are committed to the values of dignity collaboration justice stewardship and excellence.

Responsibilities

Job Responsibilities:

As a strategic partner, the Senior HR Business Partner (Sr HRBP) aligns business objectives with employees and management in designated departments, facilities, markets and/or divisions. The Sr HRBP may be assigned division-wide projects and initiatives. The Sr HRBP serves as an evidence-based consultant to management on Human Resource related issues, including but not limited to employee relations, Iabor relations, performance management, training, policy application, organizational development, workforce planning, ADA interactive process and compensation. The Sr HRBP has responsibility for Iarger sized facilities and/or multiple locations/facilities that are higher in complexity and scope. The Sr HRBP will conduct assessments and anticipate HR-related needs within their respective client groups making recommendations and developing plans including goals and priorities. The Sr HRBP will proactively communicate needs to the HR department, colleagues within the Centers of Expertise (CoE) and management. The Sr HRBP seeks to develop integrated solutions and is a change agent and champion for new HR initiatives and programs. The Sr HRBP formulates partnerships across the HR team and CoE to deliver value added service to management and employees that reflect the strategic business objectives of CommonSpirit Health. The Sr HRBP may serve as a mentor to HR Assistant(sl HR Coordinator(s) and HRBP(s) staff.

Essential Key Job Responsbilities:

Strategic Alignment - Partner with clients to understand and assess business direction based on the local Market & CommonSpirit Health's Strategic Plan. Create specific business plans in support of HR-related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with Ieadership to regularly interpret results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans. Employee Relations - Partner with and serve as a resource to employees, management and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage and facilitate the equitable resolution of job-related complaints and concerns.

Labor Relations - Provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor RelaUons CoE in providing education and advice on proper documentation and/or Iegal requirements for performance improvement and termination process. Performance and Leadership Coaching - Provides appropriate advice, feedback and development to improve the effectiveness ofindividual Ieaders and their team members. Provides guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training and other areas of Human Resources, Serves as a thought partner to assigned clients. Focus on development, collaboration and assessments; coaches Ieaders and employees at all Ievels on a variety of topics such as management skills, conflict resolution and communications.

Culture - Integrate culture standards consistent with the CommonSpirit Health's mission, vision and values into business unit/facility/market/division practices and processes to ensure all employees experience and engage in supporting the desired work culture. Understands and promulgates approaches that lead to a positive, desired work culture. Applies results of culture diagnosUc tools, e.g., My Culture to help craft appropriate plans for addressing culture development needs identified in the business unit/facilities/markets/divisions served.

Centers of Expertise (CoE) Utilization: Collaborates with CoEs to support the accomplishment of business goals, objectives, and outcomes: * * * Identifies business unit/facility/service Iine needs to CoE partners for program and resource solutions that support effective people management and operational performance. Assists CoE with the implementation of programs/initiaUves to increase awareness and understanding by employees and Ieaders. Works with CoE partners to develop, implement, and improve processes for engagement and communication between the CoE and Business Partners that ensure the effective utilization of the CoEs on an ongoing basis.

We offer the following benefits to support you and your family:
  • Health/Dental/Vision Insurance
  • Flexible spending accounts
  • Voluntary Protection: Group Accident, Critical Illness, and Identity Theft
  • Adoption Assistance
  • Free Premium Membership to Care.com with preloaded credits for children and/or dependent adults
  • Employee Assistance Program (EAP) for you and your family
  • Paid Time Off (PTO)
  • Tuition Assistance for career growth and development
  • Retirement Programs
  • Wellness Programs
Qualifications

Required Education and Experience:
  • Bachelor's Degree and minimum of 3 years HR or leadership experience
  • OR Minimum of 5 years HR or leadership experience in the discipline
  • OR Master's Degree (With relevant experience; equivalent education and/or experience; experience through certifications.)
  • HR experience should encompass generalist experience involving a high Ievel of complexity and score or at least 2 or more areas of specialty involving a high Ievel of complexity and scope, e.g., compensation, benefits, employee/Iabor relations, talent acquisition, etc.
Required Licensure and Certifications:
  • PHR, SPHR, SHRM-CP or SHRM-SCP preferred.
Required minimum Knowledge, Skills, Abilities and Training:
  • Demonstrated employee relations experience with a working knowledge of recruitment, training delivery, benefits and compensation theory/administration.