Sr. HR Business Partner (KCG)

Oregon Health & Science University•Portland, OR

2d•Onsite

About The Position

The Sr. Human Resources Business Partner (Sr. HRBP) serves as a strategic resource and partner for senior management and employees in assigned client groups within the OHSU Knight Cancer Institute. Working in partnership with OHSU Human Resources, the role provides equitable, consistent, and proactive guidance on people and culture matters aligned with the institute’s mission and organizational objectives. The position operates with substantial autonomy and develops creative solutions for a typically large client scope, partnering with senior and executive leaders on complex issues. The Sr. HRBP aligns organizational objectives with employee and manager needs across performance, organizational design, change management, succession planning, learning, compensation, and benefits. The role also develops and collaborates on HR and organizational initiatives, mentors team members including HR Business Partners, and advances a people-first culture centered on diversity, equity, inclusion, and belonging. The position is based in an office environment. Work is performed Monday through Friday, with occasional weekends. The employee must reside within the local area and be available to work onsite as required. The role involves frequent computer and phone use, extended periods of sitting, and communication with others in person, by phone, and electronically. The work requires managing a fast-paced environment with multiple time-sensitive competing demands.

Requirements

Bachelor’s degree in business, human resources, or a related field, plus six years of progressively responsible HR experience preferred; alternatively, 15 or more years of progressively responsible HR generalist experience.
Experience executing HR programs in a heavily unionized environment, with demonstrated knowledge of labor laws and contract administration.
Demonstrated collaboration skills and a strong interest in working collaboratively with others.
Ability to add value and improve organizational and team effectiveness.
Strong relationship-building skills.
Effective conflict-resolution skills and ability to navigate complex situations.
Ability to work with ambiguity, identify relevant components of complex situations, connect information, and make sound decisions.
Expert-level knowledge of federal, state, and local employment laws.
Ability to develop and maintain an equitable and inclusive workplace through interactions, decisions, and recommendations.
Effective, clear, and culturally aware verbal and written communication skills, including the ability to prepare concise, factually accurate reports and documents.
Knowledge of how HR data informs equitable decision-making.
Ability to sit, stand, reach, lift, bend, and stoop; frequent sitting, standing, reaching, typing, telephone use, and lifting up to 3 pounds; occasional lifting up to 20 pounds.
Ability to handle a fast-paced work environment with multiple time-sensitive competing demands.

Nice To Haves

Bachelor’s degree in any field.
Academic and/or healthcare industry experience.
Society for Human Resource Management Certified Professional (SHRM-SCP), Professional in Human Resources (PHR), or Certified Human Resources Business Partner (HRBP) certification.

Responsibilities

Provide early and consistent input on large-scale HR and organizational initiatives, identify potential issues, and advise on appropriate action.
Partner with stakeholders and senior leaders to develop strategic initiatives and integrated HR solutions that translate organizational strategy into tactics.
Align HR strategies and practices with organizational strategies and lead organizational redesign in partnership with the Organizational Development/Effectiveness team.
Champion a people-first culture and diversity, equity, inclusion, and belonging; communicate policies and procedures to employees.
Anticipate leadership gaps and future organizational needs, develop action plans, use business metrics to forecast needs, and translate early-stage concepts into actionable plans.
Collaborate with Learning & Talent and Organizational Development teams to provide competency- and skill-development resources.
Lead talent reviews in client areas and support employee development and succession planning.
Onboard leaders, including facilitating New Leader Accelerations with teams.
Coach leaders on Employee Engagement Survey results and action planning, and help teams navigate change.
Lead and support client areas in achieving diversity and inclusion metrics, including coaching local diversity councils and initiatives.
Review HR policies, contribute to policy creation and updates, and advise managers and employees on policy interpretation.
Partner with Talent Acquisition on workforce planning and participate in recruitment planning and processes for management-level and above roles.
Drive engagement initiatives and understand benefit and wellness plans.
Lead compensation change initiatives and partner with the Compensation team to resolve organizational concerns.
Lead reorganizations, reclassifications, and job description reviews; resolve issues and communicate changes to leaders.
Partner with the Advice and Counsel Center on performance and departure issues, high-risk cases, and matters involving senior-level employees or areas with high turnover.
Review employee-relations issues and metrics and advise on trends and remedies.
Mentor other team members, including HR Business Partners.
Perform other duties as needed and assigned by the organization.