Human Resources Business Partner - FT - Days - JDCH

Memorial Healthcare

12d

About The Position

The Human Resources Business Partner serves as an internal consultant and strategic value creator for the business, driving business outcomes and translating business needs into a people agenda that cultivates a customer-centric culture. The role enables business growth through talent strategy, market knowledge, analytics, and HR organizational capability. It provides strategic influence and vision to the business, with a focus on a three-to-five-year horizon. The position requires critical thinking, effective communication, decisive judgment, and the ability to work with minimal supervision. The successful candidate uses business acumen and HR analytics to interpret complex dashboards and reports, builds productive relationships with diverse stakeholders, and applies knowledge of employment laws and consultative methods. The role may involve working in a stressful environment and taking appropriate action.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a job-related field.
Three years of experience in Human Resources or a related field.
Critical thinking skills, effective communication, decisive judgment, and ability to work with minimal supervision.
Business acumen and ability to read and interpret dashboards and reports containing complex data.
Understanding of HR analytics techniques.
Excellent stakeholder management and ability to develop working relationships with a diverse group.
Ability to work in a stressful environment and take appropriate action.
Knowledge of employment laws and consultative methods.

Nice To Haves

Experience in a strategic consultative role.
Master's degree in a related field.
HR certification such as SPHR or SHRM-SCP.

Responsibilities

Lead succession planning for the assigned client group, selecting and developing key talent to ensure coverage for critical roles.
Identify what is needed to drive culture, competitive advantage, the leadership pipeline, and the desired work environment for the business.
Share facility-specific and HR customer insights with the broader HR organization to shape the employee experience across Memorial Healthcare, including identifying, prioritizing, selecting, implementing, and communicating HR process improvements through user-focused process design and driving adoption of the digital experience.
Lead strategic workforce planning to ensure the facility has the right workforce size, shape, cost, and agility for the future.
Guide organizational design optimization to increase productivity and improve business performance.
Partner with leaders to assess the impact of facility change initiatives and ensure change management strategies are developed and implemented.
Use resources within HR Centers of Excellence to identify strategic needs of the facility client group.
Co-own workforce analytics metrics on the performance scorecard with business and client group leaders.
Use people management data and analysis tools to inform strategy development and recommendations.
Implement talent management solutions, programs, and policies, including annual performance reviews and goal setting.
Develop frameworks and requirements for building facility-specific capabilities, including assessing capability gaps against the people strategy and determining whether gaps should be addressed through development, acquisition, or role-profile changes.