Sr HR Business Partner

Job Summary / Purpose

As a strategic partner, the Sr. HR Business Partner (HRBP) aligns business objectives with employees and management in designated departments and/or facilities and serves as the primary/lead HR point of contact and/or site leader (AOC, . The Sr. HRBP serves as a consultant to management on Human Resource related issues, including but not limited to employee relations, performance management, policy application, workers’ compensation, organizational development, workforce planning, and compensation. The Sr. HRBP will conduct assessments and anticipate HR-related needs within their respective client groups making recommendations and developing quarterly plans including goals and priorities. The Sr. HRBP will proactively communicate needs to our HR department and management. The HRBP seeks to develop integrated solutions and is a change agent for new HR initiatives. The Sr. HRBP formulates partnerships across the HR function to deliver value added service to management and employees that reflect the strategic business objectives of CHI Saint Joseph Health. The Sr. HRBP may need to travel periodically to support other locations within Kentucky (outside of their assigned client group when needs arise).

CHI Saint Joseph Health supports 5000 active employees 8 hospitals specialty clinics and a Medical Group with more than 200 locations across Central and Eastern KY. CommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health in 2019. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.

Essential Key Job Responsibilities

Strategic Alignment - Partner with clients to understand and assess business direction based on the current CHI Saint Joseph Health/CHI 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 leadership to periodically interpret results and progress of HR related goals. Prepare quarterly “State of the Workforce” 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 staff to promote and maintain positive employee relations. Proactively identify, manage and facilitate the equitable resolution of job-related complaints and concerns.

Workforce Planning - Assess all aspects of employment needs to achieve business goals (staffing, experience, knowledge and skill development, and succession planning); Identify resources to assist clients in meeting strategic goals related to retention, development, succession, and talent and performance management; Engage leadership teams to ensure operation plans and practices align with strategic plan and departmental goals. Monitor drivers of employee engagement and turnover and provide proactive risk mitigation strategies.

Performance Management and Goal Development - Manage CHI Saint Joseph Health’s Performance Management Program in respective client groups including, but not limited to training, providing guidance with job descriptions, assist leadership with the development of performance and incentive goals and be a resource for instructions pertaining to CHI’s performance management system.

Organizational Development and Education - Partner with Organizational Development and Education for the development of managers and employees in order to prepare a pipeline of qualified candidates for future positions (focusing on critical positions). HRBP’s will partner with Talent Management in conducting Talent Reviews, facilitating team development activities and providing new leader assimilation activities. HRBP’s will provide training to their respective client groups including skill development for managers.

Client Communication and Project Management - Provide monthly HR updates regarding HR initiatives, including metrics and analytics to respective client groups. Provide clients with candid advice and coaching regarding development opportunities within their respective areas. Develop and deliver specific presentations on topics central to management and leadership. Educate and support client use of HR tools. Participate in client meetings/presentations to support leadership and provide updates on HR-related goal progress. Participate in senior leadership meetings to support area leaders and discuss HR-related issues as appropriate. Lead, manage and implement projects supporting HR initiatives.

Change Management - Deliver and/or broker a variety of change management activities to support organizational needs.

Compliance - Ensures compliance with all applicable state, federal and other regulations. Ensures compliance with Stark and has good understanding of physician regulations. Advises executive team on HR issues.

Culture - Integrate culture standards consistent with the CHI Work Community Value Proposition into business unit/service line practices and processes to ensure all employees experience and engage in supporting the desired work culture. Understands and promulgates approaches that lead to the positive, desired work culture articulated in CHl’s Work Community Value Proposition. Applies results of culture diagnostic tools, ., Performance Culture Assessment (PCA) to help craft appropriate plans for addressing culture development needs identified in the business unit/ service lines served.

Performance and Leadership Coaching - Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders 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. Focus on development, collaboration and assessments; coaches, leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.

People Metrics and Analysis - Provides people data, business metrics and information to enhance effective operational performance. Provides relevant data on people metrics, analyzing and identifying trends and making recommendations in response to operational needs and develop strategies for future opportunities.

Employment and Labor Law - Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees. Provides effective direction and support as it relates to compliance with applicable employment laws (local, state and/or federal) and CHI and/or CHI Saint Joseph Health policies and/or procedures.

Other duties as assigned by management

Minimum Qualifications

Required Education and Experience 

Sys/Div/Mkt/Local Manager – Bachelor’s Degree and minimum of 3 years leadership experience OR minimum of 5 years leadership experience in the discipline OR Master’s Degree and no experience 

Required Licensure and Certifications

PHR/SPHR or SHRM-CP/SHRM-SCP or other applicable professionally recognized HR certification within two years of hire.

Required Minimum Knowledge, Skills, Abilities and Training

Minimum of 5 years of progressive experience as a Human Resources Generalist, including demonstrated employee relations experience with a working knowledge of recruitment, training delivery, benefits and compensation theory/administration.