Business Partner Manager, People & Culture

Advocate Health and Hospitals Corporation • Charlotte, NC

18h • Hybrid

About The Position

The Business Partner Manager aligns business objectives with caregivers and management in designated business units. This role serves as a consultant to management on business-related issues, leveraging a solid grounding in HR programs and practices and business literacy about the business unit’s financial position, its mid and long-range plans, culture, competition, and its customers.

Requirements

• Bachelor's Degree (or equivalent knowledge) in Human Resources or related field.
• Typically requires 7 years of experience in organizational development consulting, resolving complex employee relation issues, and developing, facilitating and leading human resources functions and initiatives which align with organizational goals and objectives.
• Demonstrated consulting skills and ability to effectively apply organizational strategies to address business challenges including change/succession management, workforce planning, leadership development, and organization design.
• Working knowledge of multiple human resource disciplines and business practices including compensation practices, organizational diagnosis, employee/union relations, diversity, performance management, regulatory compliance and employment laws.
• Excellent communication, presentation, and interpersonal skills, with an ability to build/foster strong trusting relationships, influence leaders and develop solutions to achieve results.
• Ability to build consensus and settle disputes on policy and practice decisions.
• Demonstrated analytical ability and business, industry and financial acumen; understands the role caregivers and leaders play in driving financial performance.
• Ability to adapt quickly to changing circumstances in the business and respond appropriately.
• Must be self-directed, self-motivated, flexible and ability to take initiative to identify and anticipate client needs and effectively manage multiple conflicting priorities and deadlines.
• Highly developed skills related to the HCM system, report writing and Microsoft Office software.

Nice To Haves

• Experience working in a complex healthcare organization is a plus.

Responsibilities

• Acts as a business HR partner to assigned leaders, functioning as HCM consultant on business and HR related matters.
• Utilizes a strong grasp of organizational expectations and culture, translating the brand in how HR services are delivered.
• Guides both short and long-term decisions within the business unit, utilizing knowledge of workforce planning and development with sound succession planning processes and programs.
• Provides guidance and support for refining or developing new organizational design and implementation of restructures.
• Researches and analyzes trends and metrics in partnership with HR centers of expertise, leading to the development of sound HR solutions, programs and policies to help leaders meet business challenges.
• Provides a balance of the ability to appropriately challenge leaders, while maintaining strong business partnership and relationships with assigned business unit/executives and leaders, applying a high degree of confidence and expertise as an HR leader.
• Researches and develops creative and innovative ideas and solutions that will help assigned areas meet business objectives utilizing depth of knowledge and expertise in HR and business strategies.
• Works closely with management and caregivers to improve work relationships, build morale, increase productivity and to develop and implement retention strategies for key and emerging talent needs.
• Identifies development needs for business units and individual executives including coaching needs, assuring effective follow-up and results.
• Provides effective performance management guidance to management (coaching, counseling, career development, corrective action, discharge) which serves to drive business results.
• Effectively coaches leaders on how their actions reflect and drive the culture, and weave cultural standards into practices and processes.
• Manages and resolves a variety of complex employee relations issues not handled by shared services, with other HR centers of expertise, often requiring effective, thorough and objective investigations.
• Leverages understanding of succession management and compensation strategies to assure individuals are effectively encouraged to enter, move within or exit the organization.
• Maintains an in-depth knowledge of policies, procedures and legal requirements related to day-to-day management of caregivers, reducing legal risks and ensuring compliance.
• Builds a strong partnership with HR centers of expertise, HR Service Center and legal department to assure compliance with policies, labor and employment related law.

Benefits

• Competitive compensation
• Generous retirement offerings
• Programs that invest in your career development
• Paid Time Off programs
• Health and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disability
• Flexible Spending Accounts for eligible health care and dependent care expenses
• Family benefits such as adoption assistance and paid parental leave
• Defined contribution retirement plans with employer match and other financial wellness programs
• Educational Assistance Program

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 5,001-10,000 employees