Human Resources Business Partner

Nevada Health Centers I•Elko, NV

19d

About The Position

The Human Resources Business Partner (HRBP) partners with operations and clinical teams to establish and implement HR initiatives that foster organizational and people development and support execution of the organization’s strategic plan. The HRBP aligns HR strategies with business objectives, builds effective partnerships across employee levels, and advises leadership on solutions from organizational development, cultural, and process-oriented perspectives. The position reports directly to the Director of Human Resources. The role provides a broad range of HR support, including workforce and succession planning, employee relations, performance management, recruitment, compensation and benefits administration, training and development, compliance, and organizational change. It also analyzes business trends and workforce data, coaches leaders and associates, and supports process improvement and cultural change.

Requirements

Bachelor’s degree in Human Resources or a closely related field, or equivalent professional human resources experience.
Functional and technical knowledge and skills to perform the job at a high level.
Ability to build effective partnerships and communicate, coach, influence, facilitate, present, analyze, and solve problems.
Ability to organize resources and manage multiple activities and priorities effectively.
Ability to manage conflict, listen actively, settle disputes equitably, and build cooperation.
Ability to learn quickly, adapt to change, and solve unfamiliar problems.
Ethical conduct and alignment with appropriate core values.
Action-oriented approach and drive for results.

Nice To Haves

Healthcare human resources experience is desirable.

Responsibilities

Partner across the organization to provide value-added HR services that help leadership and associates achieve business objectives.
Maintain business acumen about healthcare operations and FQHC organizations.
Analyze business-unit trends and metrics to develop solutions, programs, and policies that improve HR’s contribution to organizational goals.
Provide guidance on business-unit design, workforce planning, and succession planning.
Advise and support leaders and associates in administering HR policies and procedures, including resolving employee-relations and performance issues.
Partner with business-unit leaders on performance management, engagement-survey interpretation and action planning, patient-satisfaction strategies, and identifying training and development needs.
Apply HR, legal, and regulatory knowledge and market best practices to support business-unit compliance and competitiveness.
Coach and mentor leaders and associates.
Diagnose and assess individual, group, department, site, and organizational issues by collecting and analyzing qualitative and quantitative data.
Facilitate, lead, and participate in large-scale organizational projects and multidisciplinary teams to enhance process improvement and cultural change.
Manage recruitment, including job posting, candidate screening, interviewing, progress reporting, and new-hire orientation.
Administer compensation, benefits, pension, and workers’ compensation programs and ensure compliance.
Assist leadership with the annual performance-management program, including consultation and data management to support effectiveness, compliance, and equity.
Promote workplace diversity through fair hiring practices.
Design and implement employee and leadership training on topics such as policies, communication, and performance management.
Participate in HR special projects as needed.
Communicate with leadership and employees to answer questions, clarify policies and processes, develop solutions, and resolve issues or conflicts.
Support corporate initiatives and communicate them to leadership and employees as appropriate.