HR Business Partner - On-Site - Lawrenceville, NJ

Capital Health is the region's leader in providing progressive, quality patient care with significant investments in exceptional physicians, nurses, and staff, as well as advanced technology. Capital Health is a dynamic healthcare resource accredited by the DNV, including two hospitals, an outpatient center, a satellite ED, and an expansive network of primary and specialty care. Capital Health Medical Group consists of over 600 physicians and providers offering primary, specialty, and hospital-based services.

The listed pay range reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time).

About the role

Provides consultation and support to designated departmental leaders to implement people strategies that positively impact business goals under the direction of the Director, HR Business Partners. Uses knowledge of various Human Resources (HR) functions—including employee relations, staffing, workforce planning, talent management, employee retention/recognition, on-boarding, off-boarding, compensation, benefits, performance management, employment law, HR policy compliance, training and development, workplace investigations, effective communication, and coaching—to provide tactical and strategic HR support and drive employee engagement. Acts as a liaison to other HR functions.

Responsibilities

• Partners and consults with management on people-related issues.
• Acts as a catalyst in delivering Human Resources solutions that support business objectives.
• Ensures Human Resources programs and processes align with desired culture, operating model, and organizational HR strategies.
• Serves on committees or cross-functional teams to facilitate process innovation and communication.
• Participates as an active partner in the development and execution of leadership-specific and organizational business plans and strategies.
• Conducts regular meetings with assigned area leadership to understand operating goals, evaluate operating plans for HR-related applications, and create responsive strategies.
• Attends department meetings to understand daily operations, issues, people, and needs.
• Develops integrated solutions by acting as a liaison between operations and centralized HR resources, assessing and anticipating HR-related needs, and communicating proactively.
• Formulates partnerships across the HR function to deliver value-added service to management and employees that reflect business objectives.
• Provides direction and guidance in integrating HR operations and services to advance and align strategy and structure with talent to achieve organizational goals.
• Provides day-to-day performance management guidance to management (coaching, counseling, career development, disciplinary actions).
• Consults with directors/managers on developing job descriptions and performance expectations consistent with organizational structure. Identifies compensation issues and discusses potential solutions with the compensation team.
• Provides input and guidance on recruitment initiatives, department structures, workforce planning, succession planning, and development/training with talent acquisition and organizational development teams.
• Collaborates with Learning and Organizational Development specialists in developing, implementing, presenting, and evaluating training programs to address client needs. Reviews employee relations and performance management trends and submits recommended training initiatives.
• Assesses climate to determine opportunities for team building, conflict resolution, succession planning, culture, and change management.
• Advises, counsels, and proactively works to resolve job-related concerns; performs internal complaint investigations; reviews and approves disciplinary actions to ensure conformance to policy and consistency of practice. Manages the grievance process and escalates appropriate employee relations issues to labor relations teams.
• Collaborates with Learning and Organizational Development specialists to identify training needs, including individual executive coaching; participates in evaluating and monitoring the success of training programs.
• Supports HR departmental objectives by collaborating with other staff, particularly specialists in functional areas.
• Serves as the point of service contact for assigned areas and employees on interpreting HR policies, procedures, and practices.
• Consults with, coaches, and trains leaders on achieving operational and strategic objectives consistent with HR objectives for the organization.
• Ensures compliance with HR policies, procedures, and protocols, maintaining consistent practice.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Performs recruitment or other related duties as assigned.

Requirements

• Bachelor’s degree in Human Resources or a business-related field, or 15 years of experience in Human Resources in lieu of a degree.
• Five years of experience in an HR-related field, including a background in one or more of the following: recruitment and selection, employment law, employee relations, coaching, training and development, or compensation.
• Current, in-depth knowledge of legal requirements related to human resources and employee management, including workers' compensation, union relations, and federal and state employment laws.
• Proficiency using Microsoft Word, Excel, and PowerPoint.
• Excellent communication and interpersonal skills.

Physical Demands and Work Environment

• Frequent Physical Demands: Sitting, standing, walking.
• Occasional Physical Demands: Reaching forward, reaching overhead, squat/kneel/crawl, wrist position deviation, pinching/fine motor activities, keyboard use/repetitive motion.
• Lifting: Floor to waist: 10 lbs; Waist level and above: 10 lbs.
• Sensory Requirements: Accurate near vision, accurate far vision, accurate color discrimination, accurate depth perception, accurate hearing.
• Anticipated Occupational Exposure Risks: Uneven surfaces or elevations, dust/particulate matter.

Pay

Pay Range: $92,289.60 - $120,577.60

Schedule

Scheduled Weekly Hours: 40

Benefits

• Medical Plan
• Prescription drug coverage & In-House Employee Pharmacy
• Dental Plan
• Vision Plan
• Flexible Spending Account (FSA): Healthcare FSA, Dependent Care FSA
• Retirement Savings and Investment Plan
• Basic Group Term Life and Accidental Death & Dismemberment (AD&D) Insurance
• Supplemental Group Term Life & Accidental Death & Dismemberment Insurance
• Disability Benefits: Long Term Disability (LTD), Short Term Disability (STD)
• Employee Assistance Program
• Commuter Transit and Parking
• Supplemental Life Insurance: Voluntary Life Spouse, Voluntary Life Employee, Voluntary Life Child
• Voluntary Legal Services
• Voluntary Accident, Critical Illness, and Hospital Indemnity Insurance
• Voluntary Identity Theft Insurance
• Voluntary Pet Insurance
• Paid Time-Off Program