Employee Relations Business Partner

Banner Health•Tucson, AZ

9d•Onsite

About The Position

In this role you will be supporting leaders with employee situations varying from attendance, performance, and behavioral concerns to complex interpersonal and regulatory issues. This position is onsite in Tucson with a typical work schedule of 8am-5pm, Monday-Friday. Banner - University Medical Center Tucson is nationally recognized for providing exceptional patient care, teaching future health-care professionals and conducting groundbreaking research. Also located on the campus is Diamond Children's - recognized for its specialized pediatric services including neonatal and intensive care, emergency medicine and cancer therapies. Banner - University Medical Center Tucson is a Level 1 Trauma Center, meaning we care for the most critically injured patients. The hospital is consistently listed among the nation's top hospitals in the prestigious Best Hospitals ranking by U.S. News & World Report. The academic medical center has earned Magnet Recognition becoming the only hospital in southern Arizona to meet the rigorous standards of the American Nurses Credentialing Center’s Magnet Recognition Program® for nursing excellence. The hospital's physicians are full-time faculty of the University of Arizona College of Medicine - Tucson. Our specialty services include comprehensive heart and cancer care, advanced neuroscience techniques and a multi-organ transplant program. This position is a system focal point for implementing and managing employee relations programs and initiatives. Investigates and resolves employee relations concerns impacting the work environment. Role provides multiple facility managers and Human Resources Consultants with counsel and support in employee relations investigations to include compliance with equal employment opportunity, affirmative action, training and development, and compliance with State and the Joint Commission human resources standards.

Requirements

Proficiency level typically gained through a combination of a four year degree in Human Resources, Management, Business, or related field along with several years of increasingly responsible work experience in HR.
Requires three to five years as Human Resources generalist with experience in employment law, conflict resolution, employee relations, and general Human Resources management.
Needs basic familiarity with principles of compensation, recruiting, and organizational development.
Needs effective interviewing skills, with attention to detail, accuracy, deadlines, and confidentiality.
Able to communicate effectively and with sensitivity about employee issues.
Requires proven ability to analyze complex situations considering multiple factors.
Demonstrated ability to conduct investigations, perform research and accurately document findings to support the company’s position is required.
An ability to communicate effectively formally and informally in small and large groups, including making executive level presentations; understanding of organization and facility operations; highly developed business case development and project management skills.
PC skills including working knowledge of the Microsoft environment and the ability to access, manipulate, organize and relay information in a meaningful way.
Demonstrated ability to deal with personal and highly confidential information in a professional manner.
Ability to work in a fast-paced team environment.

Nice To Haves

Professional in Human Resources or Senior Professional in Human Resources (PHR or SPHR) designation preferred.
Past experience in health care environment highly desirable.
Additional related education and/or experience preferred.

Responsibilities

Assesses situations and environments affecting employee relations, and provides leaders with advice and recommended courses of action based on operating guidelines, policies and applicable federal and state laws.
Reviews and analyzes facility employee and operational statistics on HR compliance related concerns, complaint investigations, external charges, comply line trends, turnover, and employee engagement to identify trends, activities, and potential issues within each department.
Provides timely assistance in addressing manager/employee requests or complaints, and keeps involved parties informed about status. Role requires recording and trending of data to aid in formulating conclusions.
Maintains required documentation within case management system; including intake and investigative notes, supporting documents and final reports. Inputs all complaints and investigation resolution into assigned spreadsheet.
Acts as a resource to staff and leaders in the area of employment practices related to Human Resources regulations such as EEO, Affirmative Action, ADA, etc.
Develops training for leaders, Human Resources staff and employees to ensure consistency and compliance within regulatory requirements and related policies and procedures. Partners with other system functions for consistent delivery of training.
Stays abreast of activities in other areas of Human Resources and positively and reliably represents all of HR to facility staff and managers. Appropriately conveys concerns and issues to stakeholders.
Collaborates with all HR teams to enhance and facilitate performance improvement, maintain effective communication between all areas of HR and entity operations and to develop and implement system, region, entity and department level goals and objectives.
Interacts with all levels of management and employees, often relaying highly sensitive messages, coaching and counseling managers in appropriate application of programs and policies, and dealing with highly complex, and sometimes emotional situations.