HR Business Partner

Stamford Health•Stamford, CT

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic partner and provides effective HR operational services and advice to leaders, managers, and staff to support the delivery of Stamford Health’s organizational objectives and outcomes. The HRBP serves as a consultant on all HR-related matters, including performance management, capacity building and talent development. The HRBP manages and resolves complex employee relations issues, works closely with management and employees to improve work relationships, build morale, increase productivity and retention. Key responsibilities include: Partnering with business leaders to understand organizational goals and challenges, providing strategic HR guidance and insights. Develop and implement HR strategies that align with business objectives. Maintain a thorough understanding of HR policies, employment laws and regulations to help leaders ensure regulatory compliance and reduce legal risk. Collaborate with outside counsel to respond to litigation matters and immigration processing. Analyzing HR data and metrics to generate insights, providing data-driven recommendations to improve HR processes and support strategic decision-making and staff/leadership development. Collaborate with and leverage other HR team members and SMEs to implement innovative and inclusive recruitment strategies, foster positive employee engagement and enhance the employee experience. Participate in resolving employee issues and grievances and conduct unbiased investigations to maintain a positive and inclusive work environment, build morale, and decrease unwanted turnover. Assess employee training and development needs based on business strategy in order to help close gaps between current and future skills. Champion diversity, equity, and inclusion initiatives to foster a culture of belonging and respect across the organization. Provides strategic consultation to business leaders regarding compensation matters to ensure fair market value, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well as the organizations compensation philosophy. Provide guidance and project management on business unit restructures, workforce planning and succession planning.

Requirements

Bachelor’s Degree with a major in Business, Human Resources, Organization Development, Healthcare Administration or other related field is required.
At least three years of demonstrated experience working in a Human Resources generalist capacity is required.
Knowledge of Human Resource regulations including: EEO/AA, ADA, FLSA, etc.
High level of competency with computer software, hardware, and Internet is required.
Knowledge of MS Office or equivalent is required.
Knowledge of HR databases is required, experience with Oracle preferred
Superior verbal, written, and interpersonal skills
Excellent organizational and time management skills
Ability to multi-task and prioritize daily workload
The ability to work with individuals at all organizational levels
Creative thinker and proactive problem solver

Nice To Haves

Prior Healthcare experience is strongly preferred
Prior experience facilitating presentations and speaking to large audiences is preferred

Responsibilities

Partnering with business leaders to understand organizational goals and challenges, providing strategic HR guidance and insights.
Develop and implement HR strategies that align with business objectives.
Maintain a thorough understanding of HR policies, employment laws and regulations to help leaders ensure regulatory compliance and reduce legal risk.
Collaborate with outside counsel to respond to litigation matters and immigration processing.
Analyzing HR data and metrics to generate insights, providing data-driven recommendations to improve HR processes and support strategic decision-making and staff/leadership development.
Collaborate with and leverage other HR team members and SMEs to implement innovative and inclusive recruitment strategies, foster positive employee engagement and enhance the employee experience.
Participate in resolving employee issues and grievances and conduct unbiased investigations to maintain a positive and inclusive work environment, build morale, and decrease unwanted turnover.
Assess employee training and development needs based on business strategy in order to help close gaps between current and future skills.
Champion diversity, equity, and inclusion initiatives to foster a culture of belonging and respect across the organization.
Provides strategic consultation to business leaders regarding compensation matters to ensure fair market value, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well as the organizations compensation philosophy.
Provide guidance and project management on business unit restructures, workforce planning and succession planning.