Human Resources Business Partner - Central Region

Job Description:

Under the direction of a Human Resources Director, or similar Human Resources leader, the Human Resources Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. Formulates partnerships across the Human Resources function to deliver value-added service to management and employees that reflects the business objectives of the organization. Maintains an effective level of business literacy about the financial position and strategic plan(s) for their areas and its alignment to the greater WellSpan.

Duties and Responsibilities

1. Participates in regular meetings with assigned leaders to discuss deliverables.
2. Consults with management, providing Human Resources guidance when appropriate.
3. Assists with reviewing trends and metrics in partnership with the Human Resources Center of Excellences (COEs) to help with developing solutions, programs and policies.
4. Manages and resolves employee relations issues. Conducts effective, thorough and objective investigations
5. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal counsel as needed/required.
6. Provides day-to-day performance management guidance to leaders (e.g., work complaints, disciplinary actions, coaching).
7. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
8. Supports HR leaders in working with management staff on employee engagement initiatives.
9. Assists leaders and OL&D in administering the employee opinion survey and developing the action plans as needed.
10. Provides Human Resources policy guidance and bargaining agreement interpretation (where applicable).
11. Supports completion of various HR documentation as necessary.
12. Provides timely solutions or compromises to HR issues that serve the needs of the manager while maintaining the strategic interests of the organization. Informs HR Director and/or Senior HRBP when barriers occur so they can be resolved effectively.
13. Supports the HR aspects of any business unit restructures, workforce planning and succession planning.
14. Keeps HR Director and/or Senior HRBP informed of any potential training or leader coaching needs, and assists as needed.
15. Provides management with information or training related to various human resources topics such as performance evaluations, counseling techniques, and proper incident documentation.
16. Assists with reviewing data from sources such as exit interviews or manager and employee interactions, and brings opportunities for improvement forward to the HR Director and/or Senior HRBP.
17. Coordinates Unemployment Compensation process including accurate and timely completion of UC information requests. Working with TPA and or legal counsel to prepare for UC matters and hearings.
18. Provides support for preparation of HR information as it relates to regulatory surveys, entity orientation, employee file review requests and other similar requests.
19. May provide coverage for other HRBPs as needed.

Qualifications

• Minimum Experience:
  • 3-5 years of experience working in a human resources function
  • Employee Relations experience required
  • Healthcare experience preferred
  • Experience with large matrix organizations preferred
  • Must be comfortable with working in clinical areas. 

• Minimum Education:
  • Bachelor's Degree

• Preferred Certification:
  • Professional in Human Resources (PHR); SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential

• Skills:
  • Excellent verbal and written communication skills; Excellent interpersonal and customer service skills; Excellent organizational skills and attention to detail; Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies; Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors; Excellent time management skills with a proven ability to meet deadlines; Strong analytical and problem-solving skills; Proficient with Microsoft Office Suite or related software; Strong facilitation/presentation skills
  • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws