Human Resources Business Partner - FT - Days - MHW

Memorial Healthcare

2d•Onsite

About The Position

The Human Resource (HR) Business Partner serves as an internal consultant and strategic value creator for the businesses – driving business outcomes and translating needs into a people agenda that cultivates a customer-centric culture. Enables business growth through talent strategy, utilizing market knowledge, analytics and leveraging HR’s organizational capability. Provides strategic influence and vision to the business, focused on a 3-5-year horizon.

Requirements

Bachelors (Required)
Requires critical thinking skills, effective communication, decisive judgment and the ability to work with minimal supervision.
Requires business acumen, ability to read and interpret dashboards and reports containing complex data, and an understanding of HR analytics techniques.
Must have excellent stakeholder management and be skilled at developing good working relationships with a diverse group.
Must be able to work in a stressful environment and take appropriate action.
Must be knowledgeable of employment laws and consultative methods.
Three (3) years’ experience in Human Resources or related field.

Nice To Haves

Experience in a strategic consultative role preferred.
Master's degree in related field is preferred.
Certification in HR (SPHR, SHRM-SCP) is preferred.

Responsibilities

Utilizes resources within HR COEs to identify strategic needs of the facility client group to drive culture, competitive advantage, leadership pipeline, and desired work environment for the business.
Co-owns workforce analytics metrics on performance scorecard with business/client group leaders.
Identifies what is needed to drive culture, competitive advantage, leadership pipeline, and desired work environment for the business.
Shares facility-specific and HR customer insights with the broader HR organization to shape best-in-class employee experience across Memorial Healthcare (i.e., identifying, prioritizing, selecting, implementing and communicating improvement opportunities within the HR processes through user-focused process design) including driving adoption of the digital experience.
Utilizes people management data and analysis tools to inform development of strategies and recommendations.
Leads strategic workforce planning efforts, ensuring the facility’s workforce has the right size, shape, cost, and agility for the future.
Implements talent management solutions, programs, and policies (i.e., annual performance reviews, goal setting, etc.).
Guides process of optimizing organizational design to increase productivity and improve performance of the business.
Develops framework and requirements for building capabilities specific to the facility (i.e., build framework to assess organizational capabilities that includes identifying gaps in capability against the people strategy, and criteria to determine whether talent can be developed or acquired, or if the organization needs to design/update role profiles to close the gap(s)).
May lead system-wide or cross-entity initiatives (culture and engagement strategies, organizational design, talent pipeline build-out, change management for major reorganizations).
Leads succession planning activities for assigned client group: select and develop key talent to ensure there is talent to fill critical roles.
Partners with leaders to assess and evaluate the impact of change initiatives within the facility, as well as ensuring change management strategies are developed and implemented (i.e., implementation of change management plan at the facility for the new HR technology or initiatives).