Sr HR Business Partner
Wellstar Health Systems

Facility: Paulding Hospital

Job Summary:

The Senior Human Resources Business Partner (Sr. HRBP) serves as a trusted and collaborative advisor, providing a proactive, comprehensive, practical, and valued HR perspective in partnership with facility leadership. The HRBP serves as the strategic partner to COE and the champion of value-added programs, ensuring facility alignment in support of attracting, motivating, and retaining top talent.

The Sr. HRBP possesses strong skills in building relationships, diagnosing issues, advising, influencing, and guiding all levels of management on the HR implications of business decisions related to aspects of people-management and leadership. These individual drives and deploys programs and strategies for local talent management, team culture, retention, development, compensation, and performance management that facilitate change and optimize the contribution and engagement level of employees. The Sr. HRBP will utilize experience and analytics for evaluation of the effectiveness and efficiencies of HR programs and processes in assigned client groups, while making recommendations for strategic changes.

PRINCIPAL DUTIES AND JOB RESPONSIBILITIES:

Consultation / coaching/ business partnership

• In partnership with leadership, diagnoses, translates, and defines current and future business needs into an overall integrated strategic HR plan for the facility aligned with long-term strategic initiatives of the region and organization. Focuses on strategic issues that contribute to the growth and competitiveness of the business. Identifies new opportunities for HR to add value to the business.
• Serves as a champion for the HR operating model and serves as the primary liaison between the facility leadership of assigned client groups and COE to ensure that services and solutions are driving business objectives and aligned with facility needs. Serve as a trusted partner, initiating and maintaining effective communication with facility leaders, HR Shared Services, and Centers of Expertise.
• Leverages COE and shared services partnerships to address facility issues. Drives strategic initiatives and objectives as a proactive and valued partner to the client groups assigned, adjusting strategy to respond to changing needs.
• Provides effective consultation, influencing business decisions impacting and related to all aspects of people management and leadership. Partners most frequently on issues related to strategy execution and change, talent management, employee engagement, and performance management by understanding the key drivers of the business and how effective human capital management strategies can assist with achieving organizational goals.
• Serves as a strategic change agent, demonstrating the ability to influence, negotiate and gain buy-in at all levels within the organization.

Talent Management

• Champions talent strategies and execution as determined by the HR strategic and operational plans and contributes to functional and cross-functional initiatives.
• Leads labor management which includes balancing staffing, premium labor and contract labor.
• Utilizes workforce data analytics and business metrics to identify and analyze talent implications, trends, formulates insights, and makes recommendations on key business solutions.
• Maintains optimal leadership team for site by participating in leadership hiring process from selection to onboarding. Will support in diagnosing problem areas, developing and implementing plans to support efforts to grow culture of Trust, utilizing employee engagement survey data, focus groups etc.

Retention

• Monitors internal metrics and external market developments to diagnose sources of current and potential retention challenges. Diagnoses critical talent needs and gaps, partners with COE talent management in development of strategies to address talent needs at a local level for assigned client groups. Consults and partners to create and implement initiatives for new hire experience components to include, but not limited to, selection, onboarding, new hire orientations.
• Collaborates with COE and facility leadership in implementing strategies to engage, motivate, and retain employees. Examples may include employee wellness programs, local events, local job fairs, open enrollment events and communication.

Change / OD

• Drives employee engagement and change management activities. Coaches leadership through change management process. Leverages and tracks early dynamic condition indicators that may impact the success of achieving and sustaining change/success.
• Partners with leadership and Organizational Development COE in the development of solutions. Assess organizational capabilities by identifying competency and talent gaps, ensuring development of human capital resources, and performing talent assessments and succession planning aligned with current and future performance standards and organizational goals.

Performance Management / Comp / ER / Regulatory / Other

• Provides guidance to leadership in the administration and interpretation of policies, assuring consistent administration, in partnership with COE and HR leadership.
• Maintains knowledge of progressive HR practices and key trends in talent.
• Ensures compliance measures are maintained for all regulatory and legal requirements. Assists with projects and attention to regulatory standards, including serving on compliance committees and providing documentation to the appropriate authorities.ie Magnet, JACHO, State and federal agencies.
• Serves as a strategic partner concerning escalated employee relations issues.
• Partners with COE regarding compensation strategies and initiatives in support of local client group's needs, balancing responsiveness to changing conditions, risk mitigation and impact on operations, equity, and financial stewardship.
• Promote integrated system focus (we/we = win/win), while balancing operating unit needs.

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