Human Resource Business Partner Director

POSITION SUMMARY:

The Director, HR Business Partner provides human resources consultation to client organizations including significant work/liaison

with clinical and hospital operations. Uses knowledge of various human resources functions, including employee relations, staffing,

and compensation, benefits, training, and employee relations to provide tactical HR support to clinical leaders. Consults with leaders in

the strategic planning process and development of human resources strategies that support each department’s business need. Acts as a

liaison to other human resources functions when necessary.

ESSENTIAL RESPONSIBILITIES / DUTIES:

Provides overall strategic direction and long-term planning to ensure the achievement of the medical center’s goals and objectives. Models and incorporates BMC’s Mission, Vision and Values in the development and ongoing initiatives that support and anticipate the strategic business objectives for the organizations supporting.

Strategic Leadership and Operations

· Partner with the business unit(s)’ management team to provide coaching and consultation and support on leadership and

organizational development, change management and employee engagement.

· Proactively define, build and implement value-added HR strategies and solutions to enhance the business.

· Act as a consultant, advisor, facilitator and business partner with management and employees by thoroughly understanding the

business issues of the organization and designing HR strategies to resolve identified business issues.

· Provide employee relations expertise to client groups ensuring compliance to company practices; state and federal

employment law. Coach managers on employee relations issues. Investigate employee issues and concerns and recommend

appropriate action.

· Partner with Strategic Staffing and managers to ensure we are acquiring the right talent for the business unit(s).

· Drive aggressive leadership development strategies and actions, including identifying up-and-coming potential leaders to

develop and ensure we are building bench strength within the organization. Lead and drive the building and implementation of

key leader succession plans and appropriate retention approaches.

· Align HR policies and strategy delivery with organizational objectives and to promote companywide best practices and

consistency.

· Partner with Organizational Development to develop and implement tools/strategies to drive career development strategies

and outcomes.

· Liaison with internal Human Resources functions on organizational design, recognition, staffing, compensation, benefits,

training and employee relations and general support of performance management, promotions and other employee

transactions.

· Work in conjunction with department leadership to manage restructuring and reorganizations to strengthen the business.

Efforts would include talent and organizational assessment, creating the right infrastructure and culture that drives

collaboration and strengthens functional interaction and excellence, developing exit strategies, putting plans in place to hire

key talent to fill gaps, and crafting and rolling out communication strategies and implementation plans.

· Manage the delivery of companywide programs such as cycle management for merit review and bonus cycle for client

organization.

Operational Management

· Supervises HR Business Partner(s) (HRBPs) and assigned support staff, including training, delegating tasks, directing daily

activities, mentoring, guiding through demonstration of best practices and offering opportunities for professional

development.

· Prepares performance evaluations, submits timesheets; responsible for hiring, disciplining and processing terminations in

accordance with established polices.

· Identifies individual/group concerns and develops strategies for action which assist in promoting and maintaining team

morale.

Other Duties

· Maintains industry knowledge of practices and developments in HR Business Partnership strategy with particular emphasis on developments in the healthcare industry.

· Conform to hospital standards of performance and conduct, including those pertaining to patient rights, to ensure that exceptional customer service and patient care may be provided.

· Utilize hospital’s core values and RESPECT attributes as the basis for decision-making and to facilitate the hospital’s goals and mission.

· Follow established hospital infection control and safety procedures.

· Other duties as required.

(The above statements in this job description are intended to depict the general nature and level of work assigned to the employee(s) in this job. The

above is not intended to represent an exhaustive list of accountable duties and responsibilities required).

JOB REQUIREMENTS

EDUCATION:

Bachelor’s degree in Human Resources Management, Organizational Development or related field required. Master's degree preferred.

CERTIFICATES, LICENSES, REGISTRATIONS REQUIRED:

SPHR certification a plus.

EXPERIENCE:

At least seven years’ related experience required. Experience must include working with organizational development for a large organization and/or functional business unit. Previous experience in a hospital setting and/or union environment is a plus.

KNOWLEDGE AND SKILLS:

· Knowledge of relevant employment laws, basic understanding of labor relations and broad knowledge of all functional areas

across HR.

· Strong organizational, project management and change management skills required.

· Ability to work effectively with and influence all levels of management and to communicate effectively with individuals from

different cultures, socioeconomic and educational backgrounds.

· Excellent critical thinking skills, ability to diagnose problems, resolve conflict, and develop practical solutions.

· Strong level of proficiency with Microsoft Office applications (i.e. MS PowerPoint, Word, Excel, Visio, Outlook) and web

browsers.

· Ability to generate and make formal presentations on a variety of work-related topics on a regular basis required.

Equal Opportunity Employer/Disabled/Veterans