HR Strategic Partner

Nationwide Children's Hospital•Columbus, OH

3d•Hybrid

About The Position

Performs human resources functions for different departments throughout the organization. Partners to analyze and assesses needs for improved organizational structures, employee practices and compliance, budget and analysis, organizational development, compensation, HR compliance, and policy review. Essential Functions: Partners with assigned internal leaders and teams to drive business performance through development and execution of people strategy. Ensures that HR programs and initiatives are executed and aligned with the goals of the business to have best-in-class employee engagement and a high-performing culture. Regularly monitors customer satisfaction. Meets customer needs in ways that provide satisfaction and excellent results for the client. Establishes partner relationships with assigned clients. Regarded as visible and accessible by clients. Makes recommendations to Compensation and Benefits as necessary for compliance to federal and state regulations. Advises clients on merit increases, job reclassifications, promotions, new hire salary, and other compensation evaluations. Partners with Compensation and OD to assist in the management of company-wide compensation, evaluation and training programs that address issues such as superior workforce development, key employee retention, succession planning and organizational effectiveness. Assesses culture and outlines strategies to ensure a positive morale in an engaging and supportive workplace. Identifies and diagnoses talent and organizational issues. Partners with managers to implement solutions. Delivers strategic HR initiatives and leads all HR activities within assigned leader groups by providing effective coaching and guidance in all HR areas to improve leadership and employee development; talent and performance management; organizational performance; and employee engagement and relations.

Requirements

Bachelor’s Degree in human resources, business, or related field; or an equivalent combination of education and experience, required.
PHR/SPHR, preferred.
Strong influencing, negotiation, and facilitation skills with the ability to foster and maintain collaborative relationships with business leaders and HR peers.
Strong project management skills and ability to create and work against a timeline.
Must be able to manage competing demands and multiple tasks, prioritizing as needed.
Must have high level of interpersonal skills and be able to interact and communicate with individuals at all levels of the organization, verbally and in writing.
Ability to maintain confidence, lead thorough employee relations investigations, and positively influence and enhance employee and management relations.
Five years of professional level experience in human resources, required.
Working knowledge of best HR Practices and related state and federal laws.

Nice To Haves

Master's Degree, preferred.
PHR/SPHR, preferred.

Responsibilities

Partners with assigned internal leaders and teams to drive business performance through development and execution of people strategy.
Ensures that HR programs and initiatives are executed and aligned with the goals of the business to have best-in-class employee engagement and a high-performing culture.
Regularly monitors customer satisfaction.
Meets customer needs in ways that provide satisfaction and excellent results for the client.
Establishes partner relationships with assigned clients.
Makes recommendations to Compensation and Benefits as necessary for compliance to federal and state regulations.
Advises clients on merit increases, job reclassifications, promotions, new hire salary, and other compensation evaluations.
Partners with Compensation and OD to assist in the management of company-wide compensation, evaluation and training programs that address issues such as superior workforce development, key employee retention, succession planning and organizational effectiveness.
Assesses culture and outlines strategies to ensure a positive morale in an engaging and supportive workplace.
Identifies and diagnoses talent and organizational issues.
Partners with managers to implement solutions.
Delivers strategic HR initiatives and leads all HR activities within assigned leader groups by providing effective coaching and guidance in all HR areas to improve leadership and employee development; talent and performance management; organizational performance; and employee engagement and relations.