Manger - Human Resource Business Partner

About Us:

Our purpose is to help clients exceed their financial health goals. Across the reimbursement cycle, our scalable solutions and clinical expertise help solve programmatic needs. Enabling our teams with leading technology allows analytics to guide our solutions and keeps us accountable achieving goals.

We build long-term careers by investing in YOU. We seek to create an environment that cultivates your professional development and personal growth, as we believe your success is our success.

ESSENTIAL DUTIES AND RESPONSIBILITIES:
Note: The essential duties and responsibilities below are intended to describe the general duties and responsibilities of this position and are not intended to be an exhaustive statement of duties. This position may perform all or most of the primary duties listed below. Specific tasks, responsibilities or competencies may be documented in the Team Member s performance objectives as outlined by the Team Member s immediate Leadership Team Member.

JOB SUMMARY:

With limited supervision and a strong knowledge of the organization s structure, strategy, goals and challenges, serves as a trusted advisor and consultant on human capital related issues. Works to align business objectives with Team Members and managers while participating in the ongoing refinement of the human capital function.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Holds regular meetings with assigned leaders/business units to ascertain areas of focus and provide consultation related to human capital related functions
• Provides ongoing coaching and advice to managers with performance management guidance, career development, disciplinary actions, etc. Makes recommendations to facilitate positive team member relations and HR education among management
• Autonomously conducts and facilitates complex internal investigations in conjunction with appropriate resources and stakeholders. Partners with appropriate legal resources to mitigate risk and ensure compliance with state and federal laws and company direction
• Utilizing advanced knowledge of human capital management, may design, develop, and implement best practice programs (e.g., supervisor development, talent management, diversity, etc.) organization wide. Measures effectiveness of efforts through key performance indicators
• Develops, communicates, and implements HR programs that drive organizational performance and culture. Measures performance through key indicators and business results and makes recommendations as appropriate. Continuously evaluates and streamlines process to allow the organization to stay focused on people
• Maintains a current knowledge of legal employment requirements and regulations affecting human capital functions. Takes action to ensure policies, procedures and reporting are in compliance. This may entail auditing current programs and practices and modifying or implementing new programs or processes to achieve acceptable standards.
• Supports and provides guidance and input on restructures, workforce planning and succession planning. Works to integrate processes that achieve objectives while mitigating risk.
• On an ongoing basis, assess the engagement through exit interviews, observation, reviewing analytics and key performance indicators. Identifies opportunities for increased employee engagement and alignment with the organization s values. Recommends actions to effect positive change and implements as appropriate

MINIMUM QUALIFICATIONS & REQUIREMENTS:

• Knowledge of general business administration as normally obtained through the completion of a bachelor s degree in business administration Must have at least a minimum of 6 months of on the job experience.
• SHRM Senior Certified Professional (SHR_SCP) or SHRM Certified Professional (SHRM-CP) credential is preferred
• Three to five years progressively responsible experience in HR or HR related experience
• Workday experience is highly preferred.
• Healthcare Revenue Cycle experience is highly preferred.
• Demonstrated understanding of HRBP practices including organization design, talent strategy, performance management, change management and executive relationship building
• Ability to manage a complex set of stakeholders
• Ability to communicate with impact to influence key stakeholders, coach leaders, and facilitate effective dialogs
• Strong coaching, consulting and facilitation skills
• Strong collaboration skills both within a team and across functions to leverage strengths and experiences to create the best outcome
• A thorough knowledge of federal, state and local legislation pertaining to all human resource matters
• The ability to be proactive and self-directed utilizing good time management, decision-making, and organization skills is required. Incumbents must be able to prioritize multiple tasks
• Effective listening, critical thinking and problem-solving skills are required to meet the demands of the position
• Must possess strong leadership and relationship management skills and have the ability to uphold high ethical standards
• Broad understanding of two or more HR functional specialties (e.g. compensation, benefits, organization design, talent acquisition, employee relations, training and development)
• The ability to be proactive and self-directed utilizing good time management, decision-making, and organization skills is required. Incumbents must be able to prioritize multiple tasks
• Must have the ability to work in a fast pace, flexible environment

PHYSICAL DEMANDS:
Note: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions as described. Regular eye-hand coordination and manual dexterity is required to operate office equipment. The ability to perform work at a computer terminal for 6-8 hours a day and function in an environment with constant interruptions is required. At times, Team Members are subject to sitting for prolonged periods. Infrequently, Team Member must be able to lift and move material weighing up to 20 lbs. Team Member may experience elevated levels of stress during periods of increased activity and with work entailing multiple deadlines.
A job description is only intended as a guideline and is only part of the Team Member s function. The company has reviewed this job description to ensure that the essential functions and basic duties have been included. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.