Sr. Human Resources Business Partner - FlexStaff

FlexStaff Career Site•Fairfield, CA

About The Position

The Senior Human Resources Business Partner (Sr. HRBP) is responsible for delivering exceptional HR services across large and/or complex organizational unit(s) in alignment with organizational objectives. Serves as an extended team member to leadership, actively engages in the facilitation of solutions to business challenges, and influences positive change. Increases organizational effectiveness and delivers solutions that retain and develop talent. Provides leadership for cross-system HR initiatives and serves as a visible mentor and coach to other HR team members.

Requirements

Bachelor Degree Required
Minimum of 10-12 years of progressive experience as an HR Generalist.
Working knowledge of all human resources disciplines including compensation, organizational design, management development, employee and labor relations, performance management, diversity, and federal and state employment laws.
Demonstrated creative problem solving skills, with a high degree of business acumen and the ability to quickly grasp complex business issues.
Adept at working with leadership to influence/facilitate change and the achievement of organizational objectives.
Exceptional interpersonal, analytical, and organizational/presentation skills, as well as verbal and written communication skills.
Experience with human resources information systems, including report management.

Nice To Haves

Masters degree in human resources, business, organizational development, industrial/organizational psychology or other related discipline preferred.
License, Registration, Certification Requirements: None required. SHRM-CP, SHRM-SCP, HRCI SPHR, or HRCI PHR preferred.

Responsibilities

Assesses, evaluates, and identifies areas for management development/improvement to optimize the current and future operational performance of the unit, including influencing positive outcomes. Coaches managers to encourage ongoing expansion of management capabilities, collaboration, change management, and competency of critical healthcare leader attributes.
Leverages annual processes to identify opportunities to improve organizational structures, address competency and performance gaps, support the development of top talent, and plan for the future. Partners with leaders to maximize the completion of annual and ongoing performance management, compensation planning, and succession planning.
Understands the unit and organizationï¿½s business strategies and challenges, and applies human resources strategies and programs to facilitate achievement of the units business goals.
Implements best in class human resources planning in alignment with employer of choice initiatives. Develops and delivers against comprehensive people plans, which translate the strategic and tactical business plans into HR operational plans.
Actively participates in the sourcing of management roles and the selection of exceptional talent.
Oversees a highly effective, fair, and consistent employee relations program for the assigned unit. Partners with Employee Relations resources to ensure that issues are addressed in a timely manner through a comprehensive, thorough, and objective investigation and resolution process. Coaches managers on the effective resolution of conflict, and how to foster a positive working environment.
Manages relationships with union representatives to provide proactive resolution of issues. Ensures that labor contract provisions are applied accurately and consistently. Serves as a key organizational representative at Labor Management meetings. Plans for and actively participates in contract negotiations.
Identifies needs within the assigned unit and partners with HR Leadership to develop and deliver programs including training, development, competitive pay, and creative staffing.
Analyzes and works with data to understand positive and negative drivers of business issues, employee engagement, retention, and diversity. Proposes plans to address current and future challenges in response to data analysis.
Fosters open and transparent organizational communication, ensuring that key business and human resources information is widely shared in a format and method focused on the needs of the employee.
Leads system-wide projects and/or processes that directly impact the ability to deliver exceptional service at all levels of the organization.
Leverages strong HR Generalist expertise and business acumen to coach and mentor other HR team members. Trains others on key HR processes, procedures, and tools.
Fulfills all compliance responsibilities related to the position. Identifies opportunities for policy improvements.
Other duties as assigned