HR Business Partner

Mercyhealth Wisconsin and Illinois•Janesville, WI

13d•$67,540 - $101,310•Onsite

About The Position

Mercyhealth is seeking an HR Business Partner to join their team. This role involves collaborating with leadership to develop and implement programs that enhance accountability, emotional intelligence, and employee engagement. The HR Business Partner will conduct supply and demand analysis for staffing needs, create people strategies, and partner with Talent Acquisition to meet these needs while supporting culture and engagement initiatives. They will provide trusted advice to leadership, monitor key workforce metrics, and offer day-to-day talent management guidance. This role also involves identifying and managing talent risks, ensuring compliance with employment regulations, and acting as a change agent through process design and communication. The HR Business Partner will participate in HR cross-functional projects, implement standardized HR processes, and provide input on workforce and succession planning, including business restructuring.

Requirements

Bachelor’s degree required
3+ years of experience as Generalist, Business Partner, or related position with customer-facing, high degree of problem-solving responsibilities required.
Proficient business literacy (e.g., balance sheets, budgets, profit/loss statements and related technology)
Business, finance and operational leadership acumen
Broad experience and specific knowledge of human resource concepts, including workforce management, performance appraisal systems, and building culture of engagement
Strategic reasoning and thinking and the use of data to guide work and drive business decisions.
Strong analytic thinking and ability to translate data into pragmatic plans that inform business decisions.
Strong organizational skills including the ability to prioritize, handle multiple projects simultaneously and meet deadlines.
Productive and effective working in ambiguous, drivers and team environments.
Proven presentation skills and customer management skills.
Superior interpersonal, written and verbal communication skills; high problem solving skills.
Ability to maintain a high degree of confidentiality and to deal discretely with confidential information.

Nice To Haves

Master’s degree preferred
Experience in the healthcare industry and leadership experience preferred.
Professional in Human Resources (PHR/SPHR) or other Human Resource certification preferred.
Awareness of healthcare trends, impact to current business state and future business state considerations
Excellent consultative mindset with an ability to build strong relationships with both operational customer groups as well as other areas of HR expertise.
Must be comfortable challenging convention.
Strong EQ with an ability to effectively influence others and manage conflict
Willingness to travel within the designated service areas with a high degree of accountability.

Responsibilities

Collaborates with leadership to develop and implement programs/initiatives that build accountability, emotional intelligence, team member engagement, and support organizational success.
Conducts ongoing supply and demand analysis for businesses supported, partnering with leadership on current and future staffing needs, creating and executing comprehensive people strategies, and developing strategies with Talent Acquisition to meet needs while supporting culture and engagement.
Builds strong relationships with and provides trusted advice to leadership customers.
Monitors key workforce metrics such as turnover rate, engagement results, and performance evaluations to identify early warning signs.
Provides day-to-day talent management guidance to leadership, including coaching, counseling, career development, disciplinary actions, performance improvement, and appraisals.
Identifies and manages talent risks for supported areas and partners with OD to complete talent reviews and overall talent management strategy.
Ensures knowledge of employment regulations and laws at local, state, and federal levels, partnering with business leaders and experts to manage employment-law risks.
Ensures regulatory compliance with legal requirements pertinent to day-to-day management, reducing legal risks.
Acts as a change agent through process design, business approach, supporting change and transformation, and cascading information effectively.
Participates in HR cross-functional projects and implements standardized HR processes with customer groups.
Assesses and anticipates HR related needs.
Provides input on workforce and succession planning and works with leadership on proposed business restructuring.