HR Business Partner

Baystate Health•Springfield, MA

About The Position

Acts as a business partner and consultant to the assigned division/entity, working with management to develop and support business strategies. As the primary human resource professional for all staff and managers, ensures the timely provision of a full range of human resources services. Consults with clients on human resource issues, resolving operating issues through established policies and procedures. Enlists HR content experts as needed to address unique needs and issues with policy or other implications. Collaborates with other HR professionals across the health system to ensure consistency of HR philosophy and standards. Keeps Human Resources Sr. Leadership apprised of critical operating and climate issues to ensure HR strategies are linked to the business objectives. Reporting to a Director, Human Resources HRBP or Sr. HR Business Partner, the Human Resources Business Partner's accountabilities are to provide the timely provision of a full range of human resources services to support the business unit in meeting its business objectives and strategic initiatives. Partners with Divisional Management to promote sound human resource management practices to ensure fair, equitable and consistent treatment of employees, consistent with Baystate's Human Resource values, and minimizing the potential for legal liability and maintaining a union-free environment as applicable to the business unit. Educates and counsels managers on critical HR issues. Serves as an employee advocate to ensure a supportive work environment. Through a "generalist" role, the incumbent manages the relationship between HR and the business unit, ensuring that the right HR services are delivered in a timely and cost-effective manner. He/She consults on a broad range of day-to-day human resources operating activities and is the primary Human Resources professional for the business unit. This dedicated HR role provides management with improved response time and highly focused Human Resource services. Through an understanding of the customer's organization, the HRC anticipates and understands customer's specific needs.

Requirements

Three (3) years of HR experience demonstrating knowledge of all functional areas of Human Resources
Bachelors Degree (Required)
Basic understanding of HR functions, practices, policies, employment law and regulations

Nice To Haves

None Listed

Responsibilities

Coordinate the selection of candidates for new and vacant positions with the Recruitment Consultant for the division being served and the management of that division.
Conduct exit interviews, compile data and assess any implications for future hires and retention strategies and report to manager and appropriate HR leadership and teams.
Support HR programs that promote good employee relations and improve the quality of employee work life.
Work with Division Management to identify and anticipate potential employee relations issues.
Identify appropriate responses.
Counsel managers in handling individual situations and employee disputes, the disciplinary action process and employee development plans.
Meet with employees seeking information, career counseling, and mediation of issues between managers and employees.
Investigate a variety of employee complaints, including sexual harassment, employee disputes, and concerns, ensuring Division Management is kept informed.
Assess departmental compensation issues with Division Management.
Handle routine compensation matters and facilitate interactions with specialist staff to ensure equity and that compensation goals are met.
Ensure that program goals are communicated and understood by all business unit staff.
Ensure that job descriptions are kept up to date by management; review descriptions for content and appropriate format.
Link performance planning to the strategies of the business unit.
Consult with appraisers in setting performance expectations, developing performance appraisals, and addressing employee performance.
Coordinate Performance Management administration for the assigned business unit.
Ensure consistency and equity in the performance appraisal process, including reviewing appraisals for completion and quality, supporting documentation, signatures, and follow-up on employee comments as appropriate.
Identify business unit training and staff development needs.
Enlist and coordinate specialist staff to ensure that training needs are met.
Train and coach managers in policy administration to ensure equitable treatment of employees.
Introduce new and changed policies.
Assess situations against policy/guidelines and interpret their application, soliciting expertise of others as appropriate, and advise management on appropriate actions.
Provide information that assists managers and employees in understanding applicable laws, regulations, and policies.
Identify areas of potential non-compliance and work with clients to ensure corrective action is taken, educating clients in the rationale for regulations.
Keep apprised of new laws, HR issues, methodologies, and philosophies and their application to BH.
Provide guidance to managers and employees in completing changes to employee and position data, benefits, and related information.
Ensure that management and employees understand HR products and programs, and convey the organization's values, goals, and strategic imperatives.
Reinforce HR and corporate messages.
Conduct informational meetings as needed.
Keep HR Sr. Leadership, professional staff, and Division Management apprised of HR issues and concerns of the business unit.
In some offices, may provide coverage for one or more HR offices.
In the absence of HR Operations staff, may provide customer service coverage for the offices including answering phones and attending to walk-in traffic.