Regional Human Resources Business Partner - Hybrid - Macon, GA

American Oncology Network•Warner Robins, GA

76d•$73,694 - $144,685•Hybrid

About The Position

The HR Business Partner (HRBP) serves as a collaborative advisor for the region and AON, providing a proactive, practical, and value-added HR perspective in partnership with practice leadership for the assigned region. The HRBP advises and works closely with all region managers and leaders. They work collaboratively across the HR function and the business to deliver value-added service to managers that reflects business objectives and furthers the company’s agenda across all departments, ultimately enabling the achievement of overall goals. Ensures positive, thoughtful customer satisfaction and delivery of value. Supports the financial goals of AON and the practice by being fiscally responsible in all areas. The HRBP is a role model for the organization’s core values and service standards. Ensures absolute integrity, consistency in practice, and effective implementation of regulatory, company, and HR policies, practices, and programs. Demonstrated competencies to critically think, diagnose issues, develop cohesive solutions, advise, coach, mediate, influence, and guide all levels of management on the HR implications of business decisions related to aspects of talent management and leadership. Utilizes breadth and depth of HR experience, business acumen, organizational knowledge, and analytics to implement and evaluate the effectiveness and efficiencies of HR programs and processes; makes recommendations for changes that drive desired employee or organizational outcomes. Understands the importance of finding win/win solutions.

Requirements

Bachelor’s Degree, preferably in Business, HR, or a related field.
Minimum of 7 years’ progressive experience in a Human Resources role with demonstrated knowledge and experience as an ER specialist, management advisor, or consultant.
Strong HR ER foundation with a breadth and depth of HR knowledge, best practices and processes, legal and regulatory.
2 years Healthcare or physician practice experience required.
Experience in a remote environment.
Multi-state experience preferred.
Ability to understand and effectively help facilitate change management processes related to employment, HR strategies, and organizational objectives.
Demonstrated knowledge of HR practices, retention, engagement, change management, and employee relations.
Human Resources Certification (PHR or SHRM-CP) preferred.
Strong problem solving, analysis, decision-making, planning, time management and organizational skills.
Highly detailed oriented with the ability to exercise independent judgment.
Highly developed interpersonal skills, emotional intelligence, diplomacy, tact, conflict management, delegation skills, and diversity awareness.
Ability to work effectively with sensitive and confidential material and sometimes emotionally charged matters.
Effective communication skills (oral, written, presentation), is an active listener, and effectively provides balanced feedback.
Strong customer focus.
Ability to build an engaging culture of quality, performance effectiveness, and operational excellence through best practices, strong business and political acumen, collaboration and partnerships, as well as positive employee, physician, and community relations.
Effectively lead and facilitate group discussions, coach, mentor, motivate, and engage others to align to a common goal.
Ability to effectively lead projects from inception through implementation and assessment.
Effectively hire, coach, and support staff development, as applicable, as well as manage resources, performance, and employee relations, and supervise within established policies, procedures, and legislation.
Effectively manages own time, conflicting priorities, self, stress, and professional development.
Self-motivated and self-starter with ability to work independently with limited supervision.
Ability to work remotely effectively, in a fast-paced environment.
Must be able to work effectively in a fast-paced, multi-site environment with demonstrated ability to juggle competing priorities and demands from a variety of stakeholders and sites.
Proficiency in MS Office Word, Excel, Power Point, and Outlook is required.
Experience using Workday preferred.

Nice To Haves

M&A experience preferred.
Multi state preferred.
Human Resources Certification (PHR or SHRM-CP) preferred.
Experience using Workday preferred.

Responsibilities

Provides day-to-day performance management guidance to department management through coaching, career development, and counseling for the assigned region group.
Manages and resolves complex employee-relations issues in collaboration with managers.
Works with department leadership to develop and facilitate key approaches addressing individual and organizational needs, including but not limited to workforce planning, recognition, succession planning, career development, and employee relations.
Leads and participates in region acquisition and transition details and activities.
Supports stakeholders by coaching them to think innovatively about their work processes and team structures with a view to improving the business’s overall efficiencies.
Provides informal leadership and mentorship to less experienced team members.
Acts as the program/process leader for various HR initiatives as assigned (e.g., open enrollment, leader education programs, performance management).
Supports the development of relationships with colleges/universities as part of the School Affiliation program.
Analyzes trends and metrics within the region in partnership with other HR teams to develop and enhance solutions, processes, and programs that address current problems and avoid future ones (e.g., turnover, retention, engagement, complaints, hires, ER issues, leaves of absence).
Analyzes and identifies talent trends, risks, and opportunities for improvement.
Develops recommendations to address risks and collaborates to implement programs and actionable people management solutions and strategies to achieve measurable improvements in metric results.
Participates in continuous improvement initiatives, committees, and special projects.
Maintains healthy relationships across the region, network, and HR team.
Conducts regular meetings with region managers and serves as the navigator and connection to the rest of the HR team for expertise related to benefits, extended leaves, compensation, and recruitment.
Builds and develops trusted advisory relationships with leaders at all levels.
Coordinates and executes smooth and successful involuntary separations with managers, preparing and documenting as required per internal processes and approvals.
Teams up with region leadership, management, and HR in determining approaches to matters of job definition, employee relations, training, compensation, and other HR matters to ensure that the activity and approach in place are effective, efficient, and appropriate for the practice or region.
Actively and positively participates in HR department meetings and contributes to the formulation of solutions for HR department, business department, and business-wide challenges.
Works toward goals for HR operations and transitions.
Works collaboratively in a remote environment with leaders throughout the network, assisting them in understanding compensation and rewards programs, training and development programs, all AON HR initiatives, and aiding in the application of appropriate management and communication best practices.
Supports the design, development, and training/facilitation of employee/leadership development programs (e.g., Respectful Workplace and Enhancing the AON Patient Experience; Commitment to My AON Team).
Travels routinely to practices to round with managers and employees.
Maintains an in-depth knowledge of HR/Employment related legal requirements and policies, internal and external, related to the day-to-day management of employees within the business, reducing legal risks, guaranteeing regulatory compliance, and enabling employee engagement and understanding.
Ensures facility compliance with regulatory standards, federal, and state workplace legislation.
Facilitates change management by optimizing organizational readiness and the contribution and engagement level of employees through leaders leading.
Administers HR policies, programs, and practices; ensures compliance and alignment with practice and region goals.
Performs other duties and projects as assigned by the HR Director and VP HR.
Works with leaders to assess and execute transitions in the region, including acquisition and unwind transactions, and onboarding or offboarding employees.