HR Business Partner

Cape Cod Healthcare•Hyannis, MA

13d•Onsite

About The Position

The HR Business Partner will conduct regular meetings with assigned business units, partnering with management to develop and execute both long-term and short-term HR strategies that directly support and enable business objectives. This role will educate and advise management and employees regarding HR policies, processes, and practices, ensuring accurate and consistent application of HR policies and collective bargaining agreements. The HR Business Partner will analyze trends and metrics in partnership with other HR staff to develop solutions, programs, and policies, while supporting the building of organizational capabilities and reducing complexity. This role manages and resolves complex employee relations issues, conducts thorough investigations, and recommends courses of action with fairness and consistency. The HR Business Partner provides timely coaching to managers and employees to develop strong leadership skills, maintains in-depth knowledge of legal requirements to reduce risks and ensure compliance, and consults with senior legal counsel as needed. This role also provides day-to-day performance management guidance, works to improve work relationships, build morale, and increase engagement, productivity, and retention. Additionally, the HR Business Partner provides guidance on business unit restructures, workforce planning, and succession planning, identifies training needs, and participates in the evaluation and delivery of training programs. The role involves analyzing data, composing reports for management, and advising on action plans. It ensures the availability of appropriate talent and serves as a liaison between HR and other administrative departments. The HR Business Partner conducts new hire orientations and ensures thorough assimilation. The role requires seeking out professional development opportunities and upgrading HR expertise. Finally, the HR Business Partner challenges current working practices, identifies process improvement opportunities, and promotes a culture of continuous improvement.

Requirements

Bachelor’s degree and at least 5 years of HR experience, or equivalent combination of education and experience
Experience working in a large, fast-paced organization
Experience resolving complex employee relations issues
Working knowledge of multiple human resources disciplines, including compensation practices, organizational development, employee and labor relations, performance management, and federal and state employment laws
Knowledge of Joint Commission Accreditation of Healthcare Organizations (JCAHO) standards as they related to human resources
Experience working with collective bargaining agreements
Superb communication skills; ability to craft clear and engaging messages, both orally and in writing
Confidence to voice opinions and ideas, and willingness to deliver tough feedback/coaching
Demonstrated experience contributing to career development initiatives, workforce planning strategies, and enhancing employee engagement
Ability to collaborate, influence, and drive results with passion, tact, and persuasion
Commitment to applying a high touch, high service approach to internal and external stakeholders, ensuring quality service
Strong business acumen
Passion for new and cutting edge approaches; demonstrated creativity and innovation
Must be dynamic and nimble with an ability to drive change and be a results-oriented team member
Comfort in utilizing technology to enable an HR service delivery model
Advanced computer skills and ability to work with relational databases
Ability to work under pressure and manage multiple initiatives concurrently
Ability to analyze and synthesize facts, and exercise sound judgment in arriving at conclusions; strong critical thinking and decision making skills
Ability to foster a cooperative work environment; demonstrated ability to apply emotional intelligence
Ability to demonstrate a high level of creative problem-solving and priority-setting

Nice To Haves

PHR or SPHR designation a plus

Responsibilities

Conducts regular meetings with assigned business units, partnering with management to develop and execute both long-term and short-term HR strategies that directly support and enable business objectives.
Educates and advises management and employees regarding HR policies, processes and practices; ensures that HR policies and collective bargaining agreements are applied accurately and consistently.
Analyzes trends and metrics in partnership with other HR staff to develop solutions, programs and policies.
Supports building organizational capabilities while reducing complexity and partnering with business units to maximize team performance.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations; recommends course of action and ensures consistency and fairness in all resolutions.
Provides timely, effective and direct coaching to managers and employees, assisting in the development of strong, contemporary leadership skills.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Consults with internal senior legal counsel as needed and required.
Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase engagement, productivity, and retention.
Provides guidance and input on business unit restructures, workforce planning and succession planning.
Identifies training needs for business units and individual coaching needs.
Participates in evaluation, monitoring, and delivery of training programs to ensure success.
Analyzes a variety of data, composes appropriate reports for management and advises in the development and implementation of action plans required based on data analysis.
Provides ongoing assessment and coaching to managers and employees, and recommends development plans where needed.
Ensures the availability and acquisition of appropriate talent in the right numbers, with the right skill mix, at the right time and place to meet ongoing organizational needs.
Serves as the liaison between HR and other administrative departments within the organization.
Conducts new hire orientations and ensures a thorough assimilation of each employee into their department and the organization.
Seeks out professional development opportunities and continually upgrades HR technical expertise and consultative skills.
Performs other duties as assigned.
Challenges current working practices; identifies process improvement opportunities and presents recommendations and solutions to management. Engages and commits to the organization’s culture of continuous improvement by actively participating, supporting, and promoting CCHC Pillars of Excellence.