Senior HRBP - DUH

Duke Careers•Durham, NC

13d•Hybrid

About The Position

At Duke Health, we're driven by a commitment to compassionate care that changes the lives of patients, their loved ones, and the greater community. No matter where your talents lie, join us and discover how we can advance health together. About Duke University Hospital Pursue your passion for caring with Duke University Hospital in Durham, North Carolina, which is consistently ranked among the best in the United States. The largest of the four Duke Healthhospitals with 1062 patient beds, it features comprehensive diagnostic and therapeutic facilities, including a regional emergency/trauma center, an endo-surgery center, and more. Work Arrangement - Hybrid 2-3 days per week in office Work location - Duke Clinic Occ Summary The HR Business Partner's role is to provide strategic partnership in four primary areas: workforce planning, talent and culture strategy, business operations and risk management, and employee relations. The HR partner is responsible for training, communicating, and executing Human Resources strategy, policy, and programs for their supported unit(s). The role delivers HR services that address the unique needs of their operational unit(s) in alignment with overall HR strategies. The role provides professional HR advisory services by creating a respectful and trusting relationship with managers, leaders, and employees in their supported unit(s).

Requirements

Work requires skills generally acquired through a Bachelor's degree in Human Resources, Business Administration, or a related field.
5 years of strategic partnership experience in Human Resources or a combination of education and experience sufficient to meet to the relevant experience and competencies provided below.
Experience and working knowledge of multiple human resources disciplines, including compensation practices, organizational diagnosis, employee relations, diversity and inclusion strategies, performance management, organizational development, talent acquisition and applicable employment laws.
Experience comprehending, interpreting, and appropriately applying the sections of applicable laws, guidelines, regulations, ordinances and policies.
Proficiency in Microsoft Word, Excel, PowerPoint, Outlook and HRIS web-based tools such as SAP strongly preferred.

Nice To Haves

PHR/SPHR, or other HR certification a plus

Responsibilities

Provide consultative and strategic direction to leaders (generally directors and below).
Collaborate across stakeholder groups to ensure consistency in department function or specific initiatives regarding the talent force.
Collaborate with the Center of Expertise on solutions to critical workforce planning trends and needs on behalf of the entity/service line.
Consult, offer solutions, and escalate complex cases to Sr. HRBP as needed. Partner with stakeholder groups to align talent solutions with operational priorities, forecast future workforce needs to align with business goals, and provide analytics insights to aid informed decision making.
Partner with stakeholder groups to develop effective strategies for leveraging talent, drive culture strategies that match business priorities, create retention strategies, and aid with succession planning and internal mobility.
Provide consultative support to directors and below to execute total rewards strategy and identify operation risks related to compliance and mitigation strategies.
Proactively partner to drive change initiatives, guide leaders through employee relations issues and create strategies to mitigate future issues.
Offer support to employees and managers regarding performance concerns and improvement strategies.
Escalate complex employee relations issues to Sr. HR business partners.
Participate in and manage projects that cross multiple areas.
Maintain working knowledge of all applicable policies and procedures.
Provide HR policy guidance and interpretation.
Ensure regulatory compliance pertaining to employment and HR matters.
Partner with stakeholders to understand challenges during intake/scoping discussions.
Identify possible solutions. Make HR operational level decisions impacting specific departments.
Maintain a working knowledge of employee relations and handle cases of moderate complexity.
Performs other duties as assigned.