Sr Human Resources Business Partner (HRBP) - Full Time, Days (Hollywood) 10228

Southern California Hospitals•Los Angeles, CA

About The Position

The Sr. Human Resources Business Partner provides a broad range of strategic HR services to leaders within the business area(s) they support. Works in partnership with management/executives to address operational, talent, and talent lifecycle–related issues, including change management, organizational development, culture, employee relations, workforce planning, talent growth, development, and coaching. Proactively translates business strategies into HR solutions that best enable the organization/hospital to meet strategic objectives. Possesses a deep understanding of the business model, diagnoses organizational needs, connects and deploys team capabilities, and consults with client groups on operational strategies to improve business performance through people. Additionally, the Alta Hospital Systems Inc, Sr. HR Business Partner will be required to fill in for the hospital HR Business Partners to cover vacancies and vacations.

Requirements

5 years of Human Resources experience as an HR Generalist/Business Partner.
2 years experience working in a union environment (only for hospitals with employees under CBA)
Bachelor’s Degree, or equivalent education and experience
Demonstrated knowledge of Federal, State and Local employment law
Ability to establish credibility, trust and influence with senior leaders
Ability to multitask and maintain a work pace appropriate to workload
Maintains effective communication and working relationships with all levels of the organization.
Exceptional written communication skills
Ability to work well independently and in a team environment
Computer literacy and proficiency

Nice To Haves

PHR or SPHR
Master’s Degree
Healthcare Experience

Responsibilities

Provides subject matter expert guidance to clients in managing labor (if applicable) and employee relations, to include but not limited to the following: performance management, investigations, discipline, grievances, and contract negotiations.
Mediates conflict and supports constructive resolutions.
Provides thoughtful and accurate HR policy and contract interpretation, to include balancing risk and business needs.
Actively engages with clients to develop deep understanding of business operations and strategy in order to best anticipate and recommend effective HR strategy and practice aligned with the business/hospital.
Gathers metrics and uses data analytics to understand and identify business issues and drive recommendations.
In collaboration with Compensation and Recruiting, assists clients in talent forecasting and management, organization re-design/ re-structuring, development of position descriptions, position classification, and salary recommendations.
Participates in candidate screening and selection process for key positions.
Acts as change catalyst and leader.
Identifies organizational issues that limit effectiveness and collaborates with management and/or HR to develop and deliver practical solutions.
Seeks out opportunities to support the organization toward continuing to evolve to a high-performance culture.
Partners with leadership to effectively move the organization through significant change such as growth, restructuring and process improvement.
Identifies and facilitates development opportunities in the organization, to include management training, one-on-one coaching, and development of employee engagement strategies, orientation and on-boarding.
Coaches and develops leaders and managers to deliver people-management capabilities.