HR Business Partner

University of Maryland Medical System • Baltimore, MD

26d

About The Position

As a member of the leadership team for assigned customer groups, this role consults with clients to develop and implement effective human resource programs, policies, and initiatives designed to sustain a positive work environment. The position participates as an active and involved partner in the development and execution of client-specific and organizational business plans and strategies. It actively supports human resources departmental objectives by collaborating with other staff, particularly specialists in functional areas of the Department. The role acts as the primary point of service contact for the leadership group and employees on interpreting human resource policies, procedures, and practices. It consults with, coaches, and trains leaders on how to achieve operational and strategic objectives consistent with human resource objectives for the organization. The role may perform recruitment or other related duties at the assigned affiliate hospital.

Requirements

• Three years of progressively responsible Human Resource experience, preferably in employee and labor relations, with emphasis on experience in healthcare or other human service organizations.
• B.A. or B.S. degree, in Human Resources, Organizational Development or another related discipline is required. Alternatively, candidates with equivalent HR experience directly related to the position may be considered in place of formal education.

Nice To Haves

• Master’s degree in business, H.R. or Organizational Design/Development preferred.
• Successful candidates should also hold professional certification, either as a PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources), or some equivalent certification in a related human resources field preferred.

Responsibilities

• Develops and executes HR plans and strategies to accomplish business objectives for assigned areas. Ensures that human resource services delivered are value added, effective and consistent with both departmental and organizational business and strategic objectives.
• Provides necessary consulting support and takes proactive steps to enhance the growth of a performance-based culture in areas of assigned responsibility. This includes, but is not limited to, providing consultation on performance management issues, fostering a learning environment, and influencing leadership on appropriate rewards and recognition functions for their staff.
• Acts as the first point of contact for leadership group and employees. Consults with clients on a wide spectrum of HR issues related to guidance on performance management, workforce engagement, total compensation, human resources development and employment. Provides consulting advice and direct service where appropriate on total compensation and other HR specialty issues. Provides counsel on employment law related concerns such as ADA, FMLA, FLSA, Title VII, etc.
• Is proactive in identifying workforce engagement opportunities to improve and enhance the environment for the majority workforce and takes initiative in developing and implementing appropriate action plans. Works with assigned clients on complex employee issues (i.e., advocacy concerns, investigations, progressive discipline, harassment or discrimination allegations and workplace violence situations).
• Leads in the design, development and implementation of special projects and human resource initiatives, either as initiated by the HRBP or as assigned by the HRBP’s supervisor. These projects could involve organizational development strategies e.g., organizational restructuring or redesign, strategic planning, change management, leadership development, and conflict resolution.
• Participates in activities related to creating and maintaining a positive work environment. Works with represented staff as required under collective bargaining agreements and manages to contracts.
• Coordinates, facilitates, and participates in preparing and conducting employee grievances, appeals, and external charges from agencies. May participate in administrative activities such as unemployment, Worker’s Compensation, and other employment-related programs as assigned by management.
• May perform other staff functions such as recruitment or other HR responsibilities depending on needs at local facility during transition to full Corporate Shared Services HR model.
• Perform all other duties as assigned.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level