Senior Human Resources Business Partner

University Hospital•Newark, NJ

5d•$83,286 - $124,932•Onsite

About The Position

The Sr HR Business Partner will provide operational and consultative human resources services to University Hospital management and staff - including Labor/Employee Relations, Talent Acquisition, Benefits, and Compensation for assigned departments. The Sr HR Business Partner is vital in the success of UH’s HR agenda, as they will act as a link between assigned business units and the HR department to regulate expectations on both sides and gauge all options before making HR-related decision. The Sr HR Business Partner will establish and maintain effective partnering relationships with departments to ensure the human capital goals and objectives are achieved

Requirements

Bachelor’s degree in Business, Human Resources Management, Business or equivalent field required.
Minimum 3-5 years of experience in multiple HR disciplines required.
Working knowledge of HRIS and talent management systems required.
Strong knowledge in labor/employee relations consulting and counseling, policy interpretation and application.
Must possess excellent organizational, communication, time management, interpersonal/problem solving skills; and proven ability to make independent judgments when appropriate.
Adept at problem-solving, including being able to identify issues and resolve in a timely manner.
Possess strong customer service skills.
Able to communicate clearly, both written and orally, to communicate with employees, members of the HR team, assigned client groups, and in group presentations and meetings.
Must be organized, accurate, thorough, and able to self-monitor work for quality.
Proficiency with MS Office required.
Proven ability to handle confidential information and sensitive communications with discretion.

Nice To Haves

Expert level skills in Excel with data analytics experience preferred.
Previous experience recruiting in a healthcare setting highly preferred.
SHRM or PHR certification strongly preferred.

Responsibilities

Establishes and maintains effective working relationships with assigned department leadership and employees.
Serves as the consultant/mediator for department management and staff on issues related to policy and/or union contract interpretation and application; actively participate in finding resolution to actual or potential labor/employee relations problems.
Advises leaders on employee relations matters, including consideration of relevant employment laws; conduct effective, thorough, and objective investigations, initiate action plans to address and resolve those issues.
Partners with labor relations to interpret legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
Counsels’ managers and makes recommendations as appropriate to ensure compliance.
Coordinates and supports the preparation of documents necessary to respond to grievances as well as legal and unemployment claims.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Partners with assigned client group leaders to assist with the development of organizational structures, career paths, competency matrices, and job scope requirements.
Counsels’ employees regarding interdepartmental transfers, promotional opportunities, and continuing education programs.
Ensures follow-up with employees to in-house retention and employee satisfaction.
Identifies training needs for business units and individual management coaching needs.
Leverages employee survey data to generate actionable insights and improve employee job satisfaction