Senior HR Business Partner

Valley Medical Center•Renton, WA

37d

About The Position

The Senior HR Business Partner administers programs, procedures and plans in order to support human resources policies and procedures. Provides consultative services to management and staff to promote equitable application of human resources employee relations polices throughout the organization. Areas of support can include: employment, affirmative action, performance management, labor relations, contract administration, leadership development, employee engagement, and recognition.

Requirements

Bachelor's degree in Business Administration, Human Resources, or related field, required. Master's Degree preferred. An equivalent combination of education and relevant experience may substitute degree requirement.
Minimum 3 years direct experience with the resolution of complex employee relations issues.
Strong working knowledge of multiple human resources disciplines including employee and union relations, diversity, performance management, organizational assessments, Federal and State employment laws.
Excellent consulting skills.
Excellent client management and business literacy skills.
Strong conflict management skills.
Strong interpersonal and negotiation skills.
Excellent verbal and written communication skills.
Develop strong trusting relationships in order to gain support and achieve results.
Effectively envision, develop, and implement new strategies to address complex business issues.
Manage multiple conflicting priorities.
Be flexible and available to interact with employees at all levels.
Be self directed and motivated.
Take initiative to identify and anticipate client needs and make recommendations for implementation.

Nice To Haves

SPHR or PHR, or SHRM certification preferred.
Relevant healthcare experiences a plus.

Responsibilities

Consult with management providing HR guidance when appropriate.
Analyze trends and metrics in partnership with HR group to develop solutions, programs and policies.
Manage and resolve low to high level complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Provides day-to-day performance management guidance to management (coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, increase productivity and retention. Supports employee engagement efforts
Advises, counsels and proactively works to resolve job related concerns; performs internal complaint investigations; reviews and approves disciplinary actions to assure conformance to policy and consistency of practice.
Acts as employee champion and change agent, assesses and anticipates HR related needs, communicating needs proactively between the HR department and management to develop integrated solutions and services to management and employees that support the organizations objectives.
Maintains an effective level of business acumen about the organization's goals, culture and competition, and particularly in assigned service areas.
Provides HR Policy guidance and interpretation.
Provides guidance and input on department restructures, workforce planning, succession planning.
Provides consultation on contract management and interpretation.
Responsible for managing the grievance process.
Identify training needs for department and individual leadership and employee coaching needs.
Participates in evaluation and monitoring of success of training programs. Follow-up to ensure training objective are met.
Participate in labor-management committees.
Other Duties as assigned.