Human Resources Business Partner - Columbia

Medical University of South Carolina•Columbia, SC

9d•Onsite

About The Position

MUSC Community Physicians (MCP) is an entity within the Medical University of South Carolina (MUSC) that provides healthcare to patients within the rural health network throughout the state of South Carolina. The HRBP II partners with leaders to implement human resources strategies that drive organizational performance, employee engagement, and workforce effectiveness. This role serves as a trusted advisor, providing strategic consultation and connecting leaders with HR resources to address business challenges. The HRBP II fosters an environment that supports talent development, retention, inclusion, employee well-being, and a culture of accountability.

Requirements

Bachelor's degree required.
Three to five years of progressive Human Resources experience, including experience as an HR Business Partner or strategic HR advisor.

Nice To Haves

Professional certification preferred (PHR, SPHR, SHRM-CP, SHRM-SCP, or Strategic HR Business Partner Certification).

Responsibilities

Serve as a trusted advisor to department and operational leaders, providing strategic guidance on workforce planning, organizational effectiveness, and people-related initiatives.
Develop and implement HR strategies that support departmental and organizational priorities.
Build a deep understanding of business objectives and proactively identify workforce opportunities and risks.
Coach leaders on performance management, employee engagement, organizational change, and leadership effectiveness.
Anticipate challenges and recommend innovative, practical solutions to achieve desired business outcomes.
Utilize workforce data, trends, and analytics to support strategic decision-making, succession planning, and workforce planning.
Partner with leaders to implement long-term workforce strategies that support organizational growth and transformation.
Foster collaborative relationships across the MUSC enterprise to ensure alignment and consistency in HR practices.
Promote compliance with employment laws, organizational policies, and regulatory requirements through consistent application of HR standards.
Partner with leaders to develop effective recruitment and workforce planning strategies.
Provide guidance on labor market trends, hiring strategies, and workforce needs.
Support onboarding efforts to promote a positive and successful transition for new employees.
Serve as the primary HR consultant to assigned departments, providing strategic guidance on people-related matters.
Advise leaders on organizational design, workforce planning, employee engagement, and performance management.
Interpret HR policies and practices to support consistent and effective decision-making.
Advise leaders on compensation philosophy, pay practices, and retention strategies.
Provide guidance on benefits-related issues and facilitate resolution of complex employee concerns.
Partner with leaders to strengthen employee engagement, performance, and talent development.
Support succession planning, leadership development, performance management, and organizational effectiveness initiatives.
Identify development opportunities that enhance leadership capability and workforce performance.
Provide strategic guidance to leaders on employee relations matters, conflict resolution, and performance concerns.
Support fair, consistent, and compliant application of employment policies and practices.
Assist in resolving complex workplace issues while mitigating organizational risk.