Human Resources Business Partner

The University of Kansas Health System•Kansas City, KS

1d•Onsite

About The Position

This position will serve as a consultant to executive (director and above) leaders on aligning human capital strategies with service line or functional area objectives. The Human Resources Business Partner serves as an integrated, strategic partner and advisor to deliver value-added support of service line or functional area goals. The position assesses and develops strategic, proactive, and reactive plans to address human capital areas of opportunity, and champions change to support implementation. The HRBP partners with human resources centers of excellence as subject matter experts including leadership and organizational development, talent acquisition, strategy and insights, employee relations, total rewards, and human resources operations to achieve desired outcomes and foster a healthy service line or functional area culture.

Requirements

Bachelors Degree in Human Resources or other field from an accredited college or university.
High School Graduate
7 or more years of proven experience in a senior HR Generalist, Business Partner, or leadership role, with executive level client facing responsibilities.
Experience with Talent Management including, strategic planning, workforce planning, succession planning, performance management, etc.
Knowledge of US employment legislation and how to provide risk assessments and mitigation strategies to executive leaders.
Demonstrated ability to build trusted relationships with executive leaders to influence outcomes.
Demonstrated ability to proactively identify areas of opportunity and develop data-based, practical, and effective solutions.
Proven client management, business, and data literacy skills, including the ability to incorporate relevant metrics and data analytics.
Strong interpersonal, collaboration, and negotiation skills to effectively partner with executive leaders, HR partners, and others across the health system.
Proven ability to effectively coach executive leaders through complex and difficult issues.
Proven ability to champion change and act as a culture advocate.
Demonstrated bias for action and ability to lean into conflict.
Proven presentation and project management skills.
Competent in using existing HR technology and tools, and MS Office software suite including Word, Excel and PowerPoint.
Demonstrated ability to communicate with all levels of management with poise and confidence.
Proven ability to manage high volumes of work.

Nice To Haves

Master's Degree in Human Resources, MBA, or related degree from an accredited college or university.
Experience in the health care industry and experience working in a unionized environment.
Senior Professional in Human Resources (SPHR) - Human Resources Certification Institute (HRCI)
Professional in Human Resources (PHR) - Human Resources Certification Institute (HRCI)
SHRM Senior Certified Professional (SHRM-SCP) - Society for Human Resource Management (SHRM)

Responsibilities

Supports and develops human capital practices that align to system, service line or functional area, and Human Resources strategies.
Functions as an extension of assigned executive leadership team understanding the service line or functional area and its needs.
Thinks critically about the opportunities and challenges of the assigned service line or functional area and collaborates with executive leadership to develop solutions that lead to positive outcomes.
Builds strong partnerships and provide day-to-day coaching to executive leadership on a variety of actions to include workforce planning issues, talent management and development, and organizational design consultation.
Conducts ongoing assessment of current state and provide insights to service line or functional area executive leadership into workforce trends, including employee engagement, turnover and performance.
Maintains an effective level of service line or functional area literacy by participating in annual budget planning/labor forecasting and quarterly review process with executive partners.
Acts as a change champion during periods of restructuring, mergers, or cultural transformations by identifying best practices and approaches that align with the culture and support leaders.
Supports implementation of established framework for attracting, assessing and developing organizational talent.
Provides support for assigned executives in executing talent assessments, performance management processes, and succession planning.
Partner with Learning and & Organization Development (L&OD) team on initiatives to improve managerial skills and knowledge.
Participates in HR cross-functional and technical projects as appropriate.
Implements standardized HR processes with client groups.
Works effectively with HR Centers of Excellence.
Knowledgeable of local employment regulations and local laws.
Ensure compliance with legal requirements and employment law-related risks are managed appropriately.
Analyzes metrics and analytical data to inform service line or functional area decisions and support future strategic human capital initiatives.
In partnership with HR peers, develop solutions, programs, and policies.
Conducts recurrent meetings to check in with assigned service line(s) or functional area(s).
Regularly assesses the effectiveness of HR programs and services.
Recommend improvements and innovations to enhance the HR function and its impact on the organization.
Stay informed on emerging HR trends and best practices, ensuring the HR function remains competitive and innovative.
Must be able to perform the professional, clinical and or technical competencies of the assigned unit or department.
These statements are intended to describe the essential functions of the job and are not intended to be an exhaustive list of all responsibilities. Skills and duties may vary dependent upon your department or unit. Other duties may be assigned as required.