Sr. HR Business Partner (KCG)

Oregon Health & Science University•Portland, OR

1d•Onsite

About The Position

The Sr. Human Resources Business Partner serves as a resource and strategic partner to senior management and employees in assigned client groups, typically with a larger scope. The position operates with significant autonomy, develops creative solutions, and partners with OHSU Human Resources to provide equitable, consistent, and proactive guidance on people and culture matters aligned with KCI’s mission and organizational objectives. The role aligns organizational objectives with employee and manager needs across performance, organizational design, change management, succession planning, learning, compensation, and benefits. It also collaborates on HR and organizational initiatives, mentors other team members including HR Business Partners, and addresses complex issues in partnership with senior and executive leaders. The position provides strategic consultation, anticipates organizational needs, uses data to inform decisions, and translates strategy into actionable plans. It leads or supports talent development, workforce planning, diversity and inclusion initiatives, compensation changes, reorganizations, policy matters, and employee relations. Work is performed Monday through Friday, with occasional weekends, in an office environment. The employee must live in the local area and be available to work onsite as required. OHSU describes itself as Oregon’s only public academic health center and welcomes applicants from diverse backgrounds.

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 ability and interest in collaborating effectively with others.
Ability to add value and improve the effectiveness of the organization and teams.
Strong relationship-building skills.
Effective conflict-resolution skills and ability to navigate complex situations.
Ability to work comfortably amid ambiguity, identify relevant elements in 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; ability to draft concise, factually accurate reports and documents.
Knowledge of how HR data informs equitable decision-making.
Ability to handle a fast-paced work environment with multiple time-sensitive competing demands.
Must reside within the local area and be available to work onsite as required.
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 use computers and phones extensively and sit for long periods.
Ability to compose and prepare materials, memoranda, and reports.
Regularly communicate with others by phone, in person, and electronically.

Nice To Haves

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 issues, and advise on appropriate courses of action.
Partner with senior leaders to define and design strategic initiatives and align HR strategies and practices with organizational strategies.
Lead organizational redesign in partnership with the Organizational Development/Effectiveness team.
Champion diversity, equity, inclusion, and belonging, and promote a people-first culture.
Communicate policies and procedures to employees and serve as a resource for policy interpretation.
Anticipate organizational problems and leadership gaps, and develop action plans to address them.
Use business metrics and data to forecast current and future needs and help leaders turn early-stage concepts into actionable plans.
Collaborate with Learning & Talent/Organizational Development to curate development resources and opportunities.
Lead talent reviews in client areas and support employee development and succession planning.
Onboard leaders, including facilitating New Leader Accelerations with teams.
Help leaders interpret and develop action plans based on Employee Engagement Survey results; coach leaders using survey data.
Apply change-management skills and coach leaders and teams through change.
Support client areas in achieving diversity and inclusion metrics, including coaching local diversity councils and initiatives.
Review HR policies and contribute to policy creation and updates.
Partner with Talent Acquisition on workforce planning and participate in recruitment planning and processes for management-level and higher roles.
Drive engagement initiatives and understand benefit and wellness plans.
Lead compensation-change initiatives with client groups and partner with Compensation to resolve organizational concerns.
Lead work on 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, particularly for senior-level matters and high-turnover areas.
Partner with Advice and Counsel Center members on high-risk cases; review issues and metrics and advise on trends and remedies.
Mentor other team members, including HR Business Partners.
Perform other duties as assigned.