Senior HR Business Partner

1 week ago

Farmington, United States San Juan Regional Medical Center Full time
Love what you do; Love where you live

The Senior HR Business Partner provides advanced expertise on a broad range of complex human resource management practices. They serve in a leadership capacity by partnering directly with the Leadership Team to resolve organizational issues and lead HR initiatives in Performance Management, Just Culture, and Employee Engagement. The Senior HR Business Partner identifies opportunities and creates meaningful programs to enhance our work culture, improve employee performance, and increase employee engagement across all departments. They are a valuable resource to the Leadership Team with in-depth knowledge of employment law, federal and state
regulations, best practices, organizational policies and procedures, and other related experience and knowledge.

Required Behaviors:
  • As you go about fulfilling this mission, your work habits and work relationships should embody SJRMC's values. These values are our culture, our identity as an organization. Sacred Trust, Personal Reverence, Thoughtful Anticipation, Team Accountability and Creative Vitality ask more of us than merely completing some list of tasks. Our values ask for a deeper level of commitment, and what is asked of us we freely give because we believe in our mission.
Required Qualifications:
  • Bachelor's degree in Human Resources, Business, Healthcare Management, or another related field
  • At least twelve (12) years of experience directly related to the duties and responsibilities specified
  • Completed degree(s) from an accredited institution that are above the minimum education requirement may be substituted for experience on a year for year basis
  • Strong interpersonal and communication skills and the ability to work effectively with a wide range of constituencies in a diverse community
  • Skills in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures
  • Ability to make administrative and procedural decisions and judgments on sensitive, confidential issues
  • Ability to identify and implement effective solutions to complex human resources issues in compliance with organizational policies and procedures
  • Strong critical thinking skills
  • Ability to perform research and prepare reports and summaries based on research data
  • Ability to analyze complex information, and to define and create integrated solutions and recommendations
  • Knowledge of human resources administration principles and practices
  • Knowledge of federal and state employment laws and regulations, and public sector employment policies and procedures
  • Skills in examining and evaluating business processes and operating procedures and managing procedure/process change
  • Knowledge of equal opportunity and affirmative action requirements as related to public sector human resources
  • Knowledge of FMLA and catastrophic leave policies and procedures and best practices
  • Knowledge of ADA, FLSA, and other employment regulations
  • Knowledge of employee benefit laws, regulations, documentation, and policies and procedures
  • Knowledge of labor relations principles and collective bargaining agreements
  • Broad knowledge and understanding of HR transactions, policies and procedures, and best practices
Preferred Qualifications:
  • Master's Degree in Human Resources, Business, Healthcare Management, or another related field
  • Fifteen (15) years of experience directly related to the duties and responsibilities specified
  • Advanced Certification (A-PHR, PHR, SPHR, GPHR, SHRM-CP, etc.)
Duties and Responsibilities:
  • Responsible for mentoring, training, guidance, and supervision to HR Business Partner
  • Responsible for completing an annual performance review for the HR Business Partner
  • Provides advanced expertise and leadership on a broad and comprehensive range of human resources activities (i.e., performance management, Just Culture, employment transactions, policy and regulatory compliance, engagement surveys, etc.)
  • Independently navigates and directs the Leadership Team to various resources available
  • Provides in-depth advice to Senior Leadership Team regarding adherence to SJRMC/SJHP policies and procedures
  • Identifies innovative solutions and options to address complex human resource management issues
  • Identifies opportunities to enhance departmental operations, policies, and procedures; makes recommendations for improvement and implements changes
  • Approves performance improvement plans, corrective action documentation, Workday transactions, and other related HR transactions
  • Conducts proactive and comprehensive organizational needs analyses, which may include data collection, design of proactive staffing plans, training and development assessments, strategic planning, etc.
  • Maintains in-depth knowledge of SJRMC/SJHP policies and procedures, processes, and resources, as well as applicable federal, state, and local laws
  • Participates in the development of policies and procedures and sits on the HR Policy Review Committee
  • Responsible for HR Analytics analysis and makes recommendations to HR Leadership Team
Workplace Culture:
  • Champions the SJRMC and SJHP Culture; promotes the mission, vision, and values of the organization
  • Implements "Just Culture"
  • Conducts "Stay Interviews" and reports findings to HR Leadership Team
  • Champions Change Management
  • Responsible for leadership coaching, performance coaching, and Equal Employment relations
  • Responsible for team chartering and organizational development
  • Responsible for creating and managing the Recognition Program
Employee Engagement Survey:
  • Manages the Employee Engagement Survey Process
  • Collaborates with the Marketing Department to promote survey participation
  • Creates reports, updates, and presentations for the HR Leadership Team and Senior Leadership Team
  • Creates a program to improve engagement scores in departments with low engagement scores
  • Creates a program to reward departments with engagement score improvement
  • Participates in the Employee Engagement Meetings
Performance Management Program:
  • Manages the Performance Management Program (i.e., administration, training, succession planning, goal setting, etc.)
  • Responsible for MICP Program (performance incentive program for managers and directors)
  • Schedule and lead performance management planning meetings, process improvement meetings, etc.
  • Create/update annual training presentations and intranet resources
  • Provide training to Leadership Team prior to the beginning of the Performance Management Cycle
  • Facilitates the Salary Review Process for the Pay for Performance Program
Customer Service:
  • Liaison to the Senior Leadership Team and Leadership Team on escalated issues and various needs (i.e., understands challenges, identifies resources, creates solutions, supports leaders, timely follow-up, etc.)
  • Liaison to the HR Leadership Team to create strategies, policies and procedures, and long-term plans to improve HR functions
  • Ensures consistent HR practices across all departments
  • Attends departmental meetings as needed
  • Provides training support for department-specific training needs
  • Collects data and creates reports on hospital operations and performance
  • Provides reports and summaries to CHRO to inform and influence HR strategy
  • Anticipates HR-related needs •Communicate effectively with all stakeholders
  • Each caregiver is responsible for implementing SJRMC's Service Standards into their daily work: Safety, Courtesy, Effectiveness, and Stewardship
  • Other duties as assigned
Physical Demands and Environmental Work Conditions:
  • Prolonged periods of sitting at a desk and working on a computer
  • Occasional irregular work hours (to meet the needs of SJRMC)
  • Must be able to lift twenty-five (25) pounds
  • Occasional lifting, carrying, reaching, bending, pushing, pulling, and stooping
  • Must be able to: talk (ordinary and conversations), hear (ordinary and conversations), and see (acuity: near and far, depth perception, and color vision)

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