Senior People Strategy Partner

Nebraska Medicine•Omaha, NE

3d•Hybrid

About The Position

Serious Medicine is what we do. Being extraordinary is who we are. Every colleague plays a key role in upholding this promise to our patients and their families. Are you a strategic HR leader who thrives on solving complex business challenges, influencing senior leaders, and turning talent strategy into meaningful results? In this highly visible role, you will serve as a trusted advisor and subject matter expert to leaders across the organization, partnering with Directors, Executive Directors, Vice Presidents and Chiefs to anticipate workforce needs, shape talent strategies and drive business outcomes. You’ll bring together business acumen, HR expertise and data-driven insights to challenge the status quo, influence change and create solutions that strengthen our leaders, teams and organization. If you enjoy being at the table where strategy is developed—not simply executing it—this is an opportunity to make a significant impact. The Senior People Strategy Partner will serve as the strategic business partner, trusted advisor, change agent, and primary point of contact to senior leaders within the divisions of Nebraska Medicine. Provide strategic HR services to support directors, executive directors, Vice Presidents and Chief level leaders in the achievement of business goals through proactive talent management by developing integrated solutions that solve for people related issues such as retention, colleague engagement, organizational design, performance management, leadership effectiveness, skill development and productivity. In partnership with HR Centers of Excellence, an employee and leader champion who advises senior leaders and provides proactive support in the implementation of workforce planning, succession planning, strategic alignment, change and performance management in a manner that aligns talent with objectives to achieve effective business outcomes. Establish impactful talent metrics to support informed decisions and measure progress and impact.

Requirements

Minimum of seven years of progressive human resources experience in an innovative business setting of which a minimum of three years' experience advising/consulting senior leader/executive level leadership on the implementation of strategic workforce planning, organizational design, compensation strategies, performance.
Demonstrated ability to manage cross functional projects.
Demonstrated ability to align business acumen with talent management strategies.
Bachelor's degree in human resources, healthcare administration, business administration, or related field required.
Strong business acumen, strategic thinking skills and data analytics and interpretation, and intellectual curiosity required.
Excellent verbal and written communication skills, strong ability to take initiative and manage multiple projects successfully, and ability to maneuver within ambiguity required.
Proficiency in Microsoft Office and Outlook required.
Candidate must live in Nebraska or Iowa.

Nice To Haves

Previous leadership experience preferred.
Human resources experience in the health care industry preferred.
Master's degree in human resources, healthcare administration, business administration, or related field preferred.
Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification preferred.

Responsibilities

Serve as the strategic business partner, trusted advisor, change agent, and primary point of contact to senior leaders within the divisions of Nebraska Medicine.
Provide strategic HR services to support directors, executive directors, Vice Presidents and Chief level leaders in the achievement of business goals through proactive talent management.
Develop integrated solutions that solve for people related issues such as retention, colleague engagement, organizational design, performance management, leadership effectiveness, skill development and productivity.
Advise senior leaders and provide proactive support in the implementation of workforce planning, succession planning, strategic alignment, change and performance management.
Align talent with objectives to achieve effective business outcomes.
Establish impactful talent metrics to support informed decisions and measure progress and impact.
Manage cross functional projects.
Align business acumen with talent management strategies.
Take initiative and manage multiple projects successfully.
Maneuver within ambiguity.