Senior HR Business Partner

Saint Luke's Health System•Lee's Summit, MO

About The Position

The Sr. HRBP serves as a key advisor to a team of leaders for assigned departments and services, ensuring the alignment of human resources practices with business goals. Act as a strategic advisor to business leaders on all people matters Analyze and synthesize people metrics to guide people strategies Partners with leaders to influence positive improvements for turnover / retention / workforce stability Partner and advise leaders on effective employee engagement strategies and tactics Recommends strategic staffing solutions to improve labor productivity and efficiency including use of agency, incentives and premium pay Act as liaison with Talent Strategies Team as appropriate in data gathering, workforce plan development, and execution on talent strategies. Understand the current workforce demographic, labor market, 5-year business plan, and any resourcing concerns Assesses the impact of strategic initiatives to ensure that appropriate change and transition plans are in place Partners in organizational changes including: New business or services Acquisitions Department closures Organizational restructuring New staffing models Execute on business projects to support the people strategy (e.g., integration) Identify business best practices to share across the region or enterprise New job/position planning in partnership with Compensation Team Job design (e.g., creating new jobs/roles, building career ladders, etc.) Job Evaluation (e.g., upgrade level of a position) Build strong relationships with business leaders May support process improvement initiatives Provide and support HR related information, HR goals, and new/ongoing initiatives in leadership meetings. Triage and escalate delicate and/or high-level confidential and/or acute business issues as they arise to key stakeholders. Partner to create and implement strategies for attracting, retaining, and developing talent Forecast workforce needs including evaluating the labor market, identifying diversity gaps, and assessing skillsets for current and future business needs. Leader development in partnership with Learning & Development Team Support and guide succession planning Identify leaders for development programs Coach and develop leaders in areas of strengths and opportunities Guide leaders to self-led resources or other sanctioned tools Partnering with Advise & Counsel Team (i.e., Employee Relations) to work with leaders on trending employee relations issues or concerns to identify root cause(s) and develop mitigation plans for improvement and prevention Coach leaders by guiding to available resources for post-event needs and after-action review Partner on people belonging and inclusion strategies and be culture champions Ensure compliance with all relevant HR policies and regulations Guide leaders to the HR self-service functions or Centers of Practice (CoP) to get the right level of service in the right place or with the right SME Support people initiatives and programs led by CoPs and help leaders successfully navigate change Connects with CoP partners to effectively navigate technical people issues Informs and escalates to other HRBPs/HRMs/HRDs that may be impacted when a situation, event, concern, etc. impacts more than the HSO and/or has a high acuity level or visibility Partners with leaders, educators and HR Compliance on Joint Commission or other certifying agency readiness in HR purview areas Prepares for and helps with information upon requests during surveys May lead out on or support HRM in regulatory survey HR file review sessions Partner with Quality and other appropriate departments to ensure action plans are completed timely, due to survey findings

Requirements

Applicable Experience: 6-9 years
Bachelor's Degree

Responsibilities

Act as a strategic advisor to business leaders on all people matters
Analyze and synthesize people metrics to guide people strategies
Partners with leaders to influence positive improvements for turnover / retention / workforce stability
Partner and advise leaders on effective employee engagement strategies and tactics
Recommends strategic staffing solutions to improve labor productivity and efficiency including use of agency, incentives and premium pay
Act as liaison with Talent Strategies Team as appropriate in data gathering, workforce plan development, and execution on talent strategies.
Understand the current workforce demographic, labor market, 5-year business plan, and any resourcing concerns
Assesses the impact of strategic initiatives to ensure that appropriate change and transition plans are in place
Partners in organizational changes including: New business or services Acquisitions Department closures Organizational restructuring New staffing models
Execute on business projects to support the people strategy (e.g., integration)
Identify business best practices to share across the region or enterprise
New job/position planning in partnership with Compensation Team
Job design (e.g., creating new jobs/roles, building career ladders, etc.)
Job Evaluation (e.g., upgrade level of a position)
Build strong relationships with business leaders
May support process improvement initiatives
Provide and support HR related information, HR goals, and new/ongoing initiatives in leadership meetings.
Triage and escalate delicate and/or high-level confidential and/or acute business issues as they arise to key stakeholders.
Partner to create and implement strategies for attracting, retaining, and developing talent
Forecast workforce needs including evaluating the labor market, identifying diversity gaps, and assessing skillsets for current and future business needs.
Leader development in partnership with Learning & Development Team
Support and guide succession planning
Identify leaders for development programs
Coach and develop leaders in areas of strengths and opportunities
Guide leaders to self-led resources or other sanctioned tools
Partnering with Advise & Counsel Team (i.e., Employee Relations) to work with leaders on trending employee relations issues or concerns to identify root cause(s) and develop mitigation plans for improvement and prevention
Coach leaders by guiding to available resources for post-event needs and after-action review
Partner on people belonging and inclusion strategies and be culture champions
Ensure compliance with all relevant HR policies and regulations
Guide leaders to the HR self-service functions or Centers of Practice (CoP) to get the right level of service in the right place or with the right SME
Support people initiatives and programs led by CoPs and help leaders successfully navigate change
Connects with CoP partners to effectively navigate technical people issues
Informs and escalates to other HRBPs/HRMs/HRDs that may be impacted when a situation, event, concern, etc. impacts more than the HSO and/or has a high acuity level or visibility
Partners with leaders, educators and HR Compliance on Joint Commission or other certifying agency readiness in HR purview areas
Prepares for and helps with information upon requests during surveys
May lead out on or support HRM in regulatory survey HR file review sessions
Partner with Quality and other appropriate departments to ensure action plans are completed timely, due to survey findings