HR Business Partner - Sharp Grossmont Hospital
About The Position
Responsible for partnering with regional HR leadership, Executives, Leaders and HR COEs to support our Best Place to Work vision. Serving as People champions, HR Business Partners (HR BPs) leverage data and business acumen to provide a broad range of strategic HR services within the business area(s) they support to include but not limited to driving people strategy, developing talent plans, influencing outcomes, and increasing engagement. HR BPs will, in partnership with stakeholders, lead change management while driving multi-year talent strategies that maximize impact and develop high performing teams and leaders. Serves as a trusted advisor and consultant on people functions while developing and prioritizing the deployment of people solutions across the organization. HR BPs lead with humanity, empathy, and compassion while embracing challenges to drive high-impact results.
Requirements
- Bachelor's Degree
- 5 Years managing complex human resources processes.
Nice To Haves
- Master's Degree
- SHRM Senior Certified Professional (SHRM-SCP) - Society for Human Resources Management (SHRM) -PREFERRED
- California Certification in Human Resources (PHR-CA/SPHR-CA) - HR Certification Institute -PREFERRED
- Senior Professional in Human Resources (SPHR) - HR Certification Institute -PREFERRED
- Experience in Healthcare industry strongly preferred.
Responsibilities
- Partners closely with regional HR leadership to drive strategy for Sharp’s People Pillar through consultation with executives and leadership while acting as a key influential partner.
- Builds and sustains close partnerships with leaders and HR COEs to foster trust and increase accountability in the delivery of best-in-class people services.
- Acts as a People Champion, developing solutions through a holistic and inclusive lens.
- Customizes HR, talent management, and operational solutions to address specific business imperatives to positively impact operational performance.
- Leverages understanding of HR and business strategies to identify critical gaps and develop/deliver multi-year organizational solutions and talent plans.
- Leads organizational change efforts including complex initiatives that are cross-functional in nature with a broad system-wide impact.
- Stays current in industry trends and seeks best and innovative approaches in identifying new trends, best practices, regulatory changes, and new technologies in human resources, talent management, training, and employment and labor law.
- Proactively identifies and mitigates risk through ensuring alignment with people strategies and applicable labor laws.
- Uses data analytics and reporting to advise and guide stakeholders for effective and insightful decision-making.
- Analyzes HR data to identify meaningful trends and distills complex information into key insights and creative solutions.
- Provides leadership coaching to experienced and emerging leaders to enhance leader capabilities through unbiased counsel and thoughtful feedback.
- Partners to identify and develop meaningful opportunities to enhance leader and employee engagement.
- Operates seamlessly with partners across HR COEs, serving as the face of HR to regional leadership.
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What This Job Offers
Job Type
Full-time
Career Level
Senior
