HR Business Partner (BHS)

Beacon Health System•Granger, IN

47d

About The Position

The HR Business Partner reports to the Manager of HR Business Partners and Operations and is responsible for support the healthcare system. This role is responsible for partnering with frontline managers and supervisors on special projects, pulling in key stakeholders, and working collaboratively with HR centers of excellence across pods on innovative solutions to issues. This role will also support the Manager of HR Operations and Strategy in supporting and executing human and business capital strategies. MISSION, VALUES and SERVICE GOALS MISSION: We deliver outstanding care, inspire health, and connect with heart. VALUES: Trust. Respect. Integrity. Compassion. SERVICE GOALS: Personally connect. Keep everyone informed. Be on their team.

Requirements

The knowledge, skills and abilities as indicated below are normally acquired through the successful completion of a Bachelor's degree in Human Resources Management, Business, or related field; Master's degree in Human Resources Management preferred.
Requires a minimum of three years with five years preferred of Human Resources experience in a large union/non-union organization with demonstrated experience in multiple HR disciplines including but not limited to: employee relations, compensation, benefits, training and recruitment.
Requires a thorough knowledge of Human Resource law, practices and appropriate procedures in all areas of HR including employee relations, recruitment, compensation, training and benefits.
Requires the analytical abilities and skills necessary to conduct and investigate complaints, disciplinary activities, determine problems, identify solutions, make recommendations, interact with labor counsel, etc.
Demonstrates excellence in customer relations and building partnerships at all levels within Beacon Health System.
Requires the interpersonal and communication skills (both verbal and written) necessary to draft and administer policies, make effective presentations, conduct training sessions, etc., in a clear and persuasive manner.
Ability to practice and maintain strict confidentiality on sensitive issues.
Ability to take initiative and work independently with minimal supervision.
Demonstrates strong planning, organizational and problem solving skills.
Proficient in MS Office software such as Word, Excel and Powerpoint. Ability to learn and navigate through HRIS systems.
Requires the physical ability and stamina to perform the essential functions of the position.

Nice To Haves

Professional certification in Human Resources (PHR or SPHR) strongly preferred.

Responsibilities

Serves as a consultant to assigned business units on Human Resources related issues and BHS policies and procedures by: Advising, counseling, interpreting and administering policies/procedures to ensure consistent application and compliance.
Providing guidance on legal issues related to employment law.
Counseling directors/managers in matters involving associate absenteeism, performance, conduct and working relationships.
Providing coaching to supervisors and managers on associate matters.
Attending safety/readiness huddles and other front-line management meetings to gain knowledge of division structure, mission and goals and to share updates on Human Resources policy, procedures and processes.
Assisting managers with analyzing engagement survey results. Round regularly with management to collaborate on engagement activities.
Assisting with gathering, analyzing and reporting HR metrics and identifying current and future talent needs.
Support select and/or targeted leaders' continued learning and development by providing ongoing and as-needed coaching.
Being the point of contact for all Human Resources topics for assigned business unit(s), pull and work collaboratively across HR pods on strategic solutions to address business/HR needs including but not limited to:
In partnership with multiple pods, consulting on requests for position reviews, internal reorganizations, compensation and structure changes to include: promotions, equity adjustments, demotions, expansions and reductions in force.
In partnership with Labor and Associate Relations Team, consult on and support investigations and grievances and collaborate to provide proactive solutions to workforce concerns and issues.
Consult with Associate Relations Team and Employee Health on FMLA, ADA, Workers Compensation matters
In partnership with OD Team, analyzing management training needs and develop with subject matter experts training to directors/managers on a variety of topics including legislation and regulations, internal systems and processes, fostering a positive work environment, etc.
Acting as a liaison for recruitment, compensation and benefits.
Partnering with compensation staff on organizational design, to provide guidance for salary offers (i.e., new hires, promotions, equity adjustments, demotions, etc.) and administration of compensation policies.
Working closely with other members of the HR Team to share best practices, identify areas of common improvement and participate in team initiatives and projects.
Assisting with analyzing associate turnover and assisting in identify retention solutions.
Assisting with analyzing Engagement survey results, recommending processes for sharing results with associates and seeking associate feedback for improvement.
Collaborating with management on appropriate department orientation/training for new and existing associates.
Researching and offering recommendations on programs for associate recognition and other HR topics and improved verbal and written communication between departments.
Drafting or revising, as requested, human resources policies and procedures.
Serving on various committees within the system in which representation from Human Resources is desired.
Completing other job related assignments and special projects as directed.
Attends and participates in department meetings and is accountable for all information shared.
Completes mandatory education, annual competencies and department specific education within established timeframes.
Completes annual employee health requirements within established timeframes.
Maintains license/certification, registration in good standing throughout fiscal year.
Direct patient care providers are required to maintain current BCLS (CPR) and other certifications as required by position/department.
Consistently utilizes appropriate universal precautions, protective equipment, and ergonomic techniques to protect patient and self.
Adheres to regulatory agency requirements, survey process and compliance.
Complies with established organization and department policies.
Available to work overtime in addition to working additional or other shifts and schedules when required.
Leverage innovation everywhere.
Cultivate human talent.
Embrace performance improvement.
Build greatness through accountability.
Use information to improve and advance.
Communicate clearly and continuously.