People and Culture Business Partner Manager

American Addiction Centers

1d•Onsite

About The Position

This role serves as a People and Culture Business Partner Manager, functioning as an HCM consultant to assigned leaders on business and HR-related matters. The position requires a strong understanding of organizational expectations and culture, translating the brand into HR service delivery. The manager will guide short and long-term decisions within business units, utilizing knowledge of workforce planning, development, and succession planning. They will provide guidance for organizational design and restructuring, research trends and metrics in partnership with HR centers of expertise to develop HR solutions, programs, and policies. The role involves balancing the ability to challenge leaders with maintaining strong business partnerships, applying confidence and expertise as an HR leader. The manager will research and develop creative solutions to meet business objectives, work with management and caregivers to improve work relationships, build morale, increase productivity, and develop retention strategies. They will identify development needs for business units and executives, provide performance management guidance, and coach leaders on how their actions reflect and drive culture. The role also manages complex employee relations issues, leverages understanding of succession management and compensation strategies, and maintains in-depth knowledge of policies, procedures, and legal requirements to reduce legal risks and ensure compliance. A strong partnership with HR centers of expertise, HR Service Center, and the legal department is essential for ensuring compliance with policies and labor/employment law.

Requirements

Bachelor's Degree (or equivalent knowledge) in Human Resources or related field.
Typically requires 7 years of experience in organizational development consulting, resolving complex employee relation issues, and developing, facilitating and leading human resources functions and initiatives which align with organizational goals and objectives.
Demonstrated consulting skills and ability to effectively apply organizational strategies to address business challenges including change/succession management, workforce planning, leadership development, and organization design.
Working knowledge of multiple human resource disciplines and business practices including compensation practices, organizational diagnosis, employee/union relations, diversity, performance management, regulatory compliance and employment laws.
Excellent communication, presentation, and interpersonal skills, with an ability to build/foster strong trusting relationships, influence leaders and develop solutions to achieve results.
Ability to build consensus and settle disputes on policy and practice decisions.
Demonstrated analytical ability and business, industry and financial acumen; understands the role caregivers and leaders play in driving financial performance.
Ability to adapt quickly to changing circumstances in the business and respond appropriately.
Must be self-directed, self-motivated, flexible and ability to take initiative to identify and anticipate client needs and effectively manage multiple conflicting priorities and deadlines.
Highly developed skills related to the HCM system, report writing and Microsoft Office software.

Nice To Haves

Experience working in a complex healthcare organization is a plus.

Responsibilities

Acts as a business HR partner to assigned leaders, functioning as HCM consultant on business and HR related matters.
Utilizes a strong grasp of organizational expectations and culture, translating the brand in how HR services are delivered.
Guides both short and long-term decisions within the business unit, utilizing knowledge of workforce planning and development with sound succession planning processes and programs.
Provides guidance and support for refining or developing new organizational design and implementation of restructures.
Researches and analyzes trends and metrics in partnership with HR centers of expertise, leading to the development of sound HR solutions, programs and policies to help leaders meet business challenges.
Provides a balance of the ability to appropriately challenge leaders, while maintaining strong business partnership and relationships with assigned business unit/executives and leaders, applying a high degree of confidence and expertise as an HR leader.
Researches and develops creative and innovative ideas and solutions that will help assigned areas meet business objectives utilizing depth of knowledge and expertise in HR and business strategies.
Works closely with management and caregivers to improve work relationships, build morale, increase productivity and to develop and implement retention strategies for key and emerging talent needs.
Identifies development needs for business units and individual executives including coaching needs, assuring effective follow-up and results.
Provides effective performance management guidance to management (coaching, counseling, career development, corrective action, discharge) which serves to drive business results.
Effectively coaches leaders on how their actions reflect and drive the culture, and weave cultural standards into practices and processes.
Manages and resolves a variety of complex employee relations issues not handled by shared services, with other HR centers of expertise, often requiring effective, thorough and objective investigations.
Leverages understanding of succession management and compensation strategies to assure individuals are effectively encouraged to enter, move within or exit the organization.
Maintains an in-depth knowledge of policies, procedures and legal requirements related to day-to-day management of caregivers, reducing legal risks and ensuring compliance.
Builds a strong partnership with HR centers of expertise, HR Service Center and legal department to assure compliance with policies, labor and employment related law.

Benefits

Comprehensive suite of Total Rewards: benefits and well-being programs
Competitive compensation
Generous retirement offerings
Programs that invest in your career development
Paid Time Off programs
Health and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disability
Flexible Spending Accounts for eligible health care and dependent care expenses
Family benefits such as adoption assistance and paid parental leave
Defined contribution retirement plans with employer match and other financial wellness programs
Educational Assistance Program