Human Resources Business Partner III (New York residency required)

CareSource•New York, NY

56d•$83,000 - $132,800•Hybrid

About The Position

The Human Resources Business Partner III serves as a strategic partner to senior leaders, aligning HR strategies and initiatives with business objectives and organizational culture. This role acts as a trusted advisor, an integral part of the leadership team, guiding and influencing strategic goals and initiatives. The position is the primary point of contact for the business to ensure an optimal work environment, serving as an advocate for all employees and enabling support for leadership development and succession planning. The HRBP III must identify and understand the business and the assigned department's role within CareSource and their strategic goals. This role involves monitoring internal and external changes in law, policies, and practices to define and confront risk to employees and the business. Building strong, trusting, and transparent relationships with employees and leadership is key to delivering goals. The HRBP III will analyze information and trends from various sources such as engagement surveys, exit interviews, and employee feedback to make recommendations and define courses of action for improvement. This role partners with HR Centers of Excellence (COE) functions, such as Talent Acquisition, Talent Development, and Total Rewards. Collaboration with other departments is essential to understand, resolve, and remove barriers that impact a department or employee's ability to perform at their best. The HRBP III will analyze and influence department dynamics, making recommendations to maximize effectiveness. Active participation within the department and with the department's leadership team is expected, as is promoting cross-department collaboration and information sharing within the team and the organization. Any other job-related duties as requested will also be performed.

Requirements

Bachelor's degree in human resources, leadership or a related field is required
Equivalent years of relevant work experience may be accepted in lieu of required education
Five (5) years of strategic HR Business Partner experience is required
Experience in organizational design, managing change and proven ability to collaborate and influence executive leaders is required
Ability to travel to Bronx office location as needed is required
Proficiency with Microsoft Office, to include Word, Excel and PowerPoint
Written, oral, and interpersonal communication skills
Ability to work independently
Attention to detail
Familiarity with the health care field
Leadership experience and skills
Multitasking skills
Up-to-date knowledge of employment laws
Ability to educate/train management in recruitment and employee relation issues
Critical listening and thinking skills
Negotiation skills
Effective time management skills
Ability to work in a team environment
Decision making and problem solving resolution skills
Customer service oriented
Ability to maintain confidentiality

Nice To Haves

Managed Care, LTSS, or Health Care environment experience preferred
Professional in Human Resources (PHR) / Senior Professional in Human Resources (SPHR) OR Strategic Human Resource Business Partner (HRBP) certification preferred

Responsibilities

Serve as a trusted advisor to senior leaders, acting as an integral part of the leadership team to guide and influence strategic goals and initiatives.
Primary point of contact for the business to ensure optimal work environment, serve as advocate for all employees, and enable support for leadership development and succession planning.
Identify and understand the business and the assigned department's role within CareSource and their strategic goals.
Monitor internal and external changes in law, policies, and practices to define and confront risk to employees and the business.
Build strong, trusting and transparent relationships with employees and leadership to deliver goals.
Analyze information/trends from various sources such as engagement surveys, exit interviews, feedback from employees, etc. and make recommendations and courses of action for improvement.
Partner with HR Centers of Excellence (COE) functions, such as Talent Acquisition, Talent Development and Total Rewards.
Collaborate with other departments to understand, resolve and remove barriers that impact a department or employee from being able to perform at their best.
Analyze and influence department dynamics and make recommendations that would maximize effectiveness.
Actively participate within the department and with department’s leadership team.
Actively promote cross-department collaboration and information sharing within your own team and the organization.
Perform any other job-related duties as requested.