Senior Human Resources Business Partner

2 months ago

Athens, United States Ardent Health Full time
Overview

Join our UT Health Athens team as a Senior Human Resources Business Partner

UT Health Athens is a 127-bed facility located in Henderson County. UT Health Athens is the second largest hospital in the UT Health East Texas system. The hospital features a 24-hour emergency department, designated as a Level IV trauma center and Level III stroke center with surgical suites including five operating rooms and two suites dedicated to GI procedures; advanced diagnostic technology; 10-bed ICU; maternity unit featuring eight LDRP suites; radiation therapy center; and a stand-alone emergency department in neighboring Gun Barrel City.

In a joint venture partnership with UT Health System, Ardent Health Services operates UT Health East Texas in Tyler, Texas. UT Health East Texas is comprised of UT Health Tyler (the area's only Level I trauma center), UT Health North Campus, UT Health Athens, UT Health Carthage, UT Health Henderson, UT Health Jacksonville, UT Health Pittsburg, UT Health Quitman, UT Health Air1/EMS, UT Health East Texas Rehabilitation Hospital, UT Health Long Term Acute Care, UT Health Hope Cancer Center and UT Health East Texas Physicians. With 974 licensed beds, UT Health East Texas is advancing healthcare, together.

POSITION SUMMARY

The Senior HRBP ensures alignment between the business operations and the HR practices and objectives for their client group. The Senior HRBP brings a keen understanding of the business's strategy and consults with department leaders to develop solutions to talent issues and opportunities. The Senior HRBP is responsible for supporting managers and directors and their respective teams to drive results based on business strategy and objectives. The position collaborates across the field HR function and with COE teams to deliver value-added service to management and employees that reflects the business objectives of the facility, market, and region. The Senior HRBP will mentor and/or supervise HRBPs in their market and provide opportunities to grow and develop their skillset.

Responsibilities

  • Serve as a single point of contact for non-administrative HR related activities for larger client groups and/or multiple locations
  • Provide timely and effective support, advising and coaching management and director levels of management on the consistent interpretation and implementation of HR policies, procedures and systems across a wide range of HR areas.
  • Maintain up-to-date knowledge of business objectives and support goals through the effective application of talent and performance management practices
  • Serve as a consultant/trusted advisor in resolving departmental, people and change related issues.
  • Coaches business leaders on HR policies and processes, inclusive of talent planning, development, federal and state level employment practices, and performance management
  • Understand and effectively use people related data to guide leaders in making informed people decisions and solve business challenges. Use data to identify talent trends in market and engage leaders in proactive planning discussions.
  • Generate necessary reports and statistics for management; analyzing trends and metrics.
  • Develop solutions to a variety of complex problems.
  • Take the lead in the development of new, and expansion of existing, employee engagement initiatives for client group.
  • Drive continuous improvement of HR policies, processes, procedures and systems to ensure effective and efficient service delivery, compliance with current legislation, and alignment with best practice.
  • Partner with client management/leadership team and assigned Recruiter to support recruitment, selection, and offer negotiations, as needed, of top talent
  • Onboard new leaders with a detailed review of current talent and performance of team, employee engagement, and talent acquisition in progress.
  • Support hiring managers in preparing and executing detailed onboarding plans for new hires.
  • Partner with and support managers and directors on performance management processes, including goal setting, employee performance improvement plans, employee relations issues, and providing advice on related employment legislation.
  • Lead Performance calibration sessions as part of annual performance review cycle to support pay-for-performance culture.
  • Communicate learning and development needs identified through collaboration with business leaders and data analysis to COE partners
  • Collaborate with COE L&D in the design and/or delivery of interventions to address departmental, people and change related issues.
  • Provide support in the delivery of HR related learning programs (e.g. Dignity & Respect, Diversity & Inclusion, Leadership skill development, ...).
  • Lead annual Talent Review (9-Box) and Succession Planning processes for client group. Support assessing talent, lead calibration sessions, and ensure appropriate plans are put into action.
Qualifications

Education and Experience:
  • BA/BS required
  • 2+ years of HR Business Partner experience including supporting Directors and above, extensive experience of operating in a business partner model to create positive business outcomes.
  • 2+ years of experience consulting with leaders
  • Experience facilitating meetings, discussions, and programs (training content)
Skills, Knowledge and Abilities:
  • Demonstrated application of data to guide leadership decisions Demonstrated ability to work independently and meet deadlines Demonstrated ability to collaborate with and influence leaders Experience leading and mentoring internal partners to deliver results
  • SHRM certified and/or extensive knowledge of current Human Resources practices, principles, and trends


Career Progression:

This position expands the HRBPs role and responsibilities to include consulting with more senior leaders in the organization, mentoring and/or supervising HRBPs, and taking the lead in program implementation. Successful Sr. HRBPs are able to advance to HR Director roles or move into management or leader level Center of Excellence (COE) roles. #LI-BB1

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