People Business Partner

Compassus•Dayton, OH

About The Position

The Human Resources Business Partner models Compassus’s values of Compassion, Integrity, Excellence, Teamwork, and Innovation, promotes the Compassus philosophy using the 6 Pillars of Success, upholds the Code of Ethical Conduct, and fosters positive working relationships across the company and with external stakeholders. The role consults with divisional and regional leadership on organizational design and development in support of business strategy, facilitates organization and leadership development, helps identify and address root causes of human resources issues, and ensures compliance with corporate policy at the business unit or division level. The position serves as a strategic business partner and change agent, consulting on talent, leadership, business strategy, organization development, rewards, and culture. It leads and coordinates HR programs and initiatives, supports operations on pay practices, manages team member concerns and escalations, reports HR performance metrics, and coordinates work with internal departments and outside vendors. The role also supports performance management, annual open enrollment, benefits and 401(k) questions, ACA and benefits audits, and employment documentation. Compassus describes a culture focused on caring for team members, career growth, professional development, recognition, belonging, and supporting patients and their families. The physical demands include regular standing and walking, manual dexterity, and lifting or moving objects up to 25 pounds.

Requirements

Ability to add, subtract, multiply, and divide using whole numbers, common fractions, and decimals, and to compute rates, ratios, and percentages.
Ability to read, analyze, and interpret business periodicals, professional journals, technical procedures, and governmental regulations.
Ability to write reports, business correspondence, and procedure manuals.
Ability to present information effectively and respond to questions from leaders, colleagues, investors, and external parties.
Strong written and verbal communication skills.
Ability to understand, read, write, and speak English.
Ability to articulate and embrace the hospice philosophy.
Ability to perform essential job functions, including regular standing, walking, manual dexterity, and lifting or moving objects up to 25 pounds; visual requirements include close and distance vision, color and peripheral vision, depth perception, and the ability to adjust focus.

Nice To Haves

Bachelor’s degree in Human Resources is highly preferred.
Five to seven years of HR or healthcare back-office experience is preferred.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification is a plus.

Responsibilities

Consult with business leaders on talent, leadership, business strategy, organization development, rewards, and culture.
Direct the efforts of others to achieve the group’s strategic and operational objectives.
Identify and share root causes of human resources issues with relevant HR functions to inform HR programs and policies.
Scan and benchmark the marketplace for best practices and trends to influence the business and HR agenda.
Act as a strategic business partner and change agent, and as a member of line leadership staff.
Select, develop, and evaluate team members to support efficient organizational operations.
Develop and drive company-wide programs and initiatives, including rewards and recognition reviews, workforce planning, culture, and organizational change.
Manage escalations and dispute resolutions through company programs and policies.
Triage and intake team member concerns, ensure issues are documented before referral to the appropriate party, and follow up to confirm resolution.
Guide and coach Operations in the delivery of pay practices.
Report performance metrics for the HR team.
Respond to subpoenas and requests from external entities or agencies.
Interface with outside vendors and coordinate with internal departments to resolve team member issues.
Coordinate project management tasks related to performance management administration, annual open enrollment, and other initiatives.
Follow up on team member benefits and 401(k) questions and issues, and on benefits and ACA audits throughout the year.
Create, edit, and track employment documents and forms.
Recommend approaches, policies, and procedures to continually improve departmental efficiency and services.
Perform other assigned duties.