HR Business Partner - Peak Health

About the role

Partner with departmental leadership to develop, drive and execute HR best practice policies, programs and training in the areas of change management, talent assessment, career development, employee retention, succession planning, workforce planning and employee engagement.

Responsibilities

• Advocate for employees, company and departmental goals and initiatives
• Formulate partnerships across assigned departments to deliver value added service to management and employees
• Attend department meetings to better understand the activities occurring in the business
• Serve as an advisor to the leadership team by providing insight, coaching and HR related solutions to functional and business leaders
• Drive talent growth initiatives throughout the organization through talent assessment model and career development
• Lead workforce planning initiatives through the facilitation of talent planning
• Manage, communicate, and support framework
• Provide data and reporting for current state analysis
• Review gap analysis and determine action plans to close the gaps
• Implement and monitor action plans
• Assist with executive sponsorship
• Partner with leaders to deliver succession and replacement planning programs
• Develop, recommend, review, and update replacement and succession planning policies and procedures
• Provide leadership training on replacement and succession planning tools, best practices, and processes
• Research and implement replacement and succession planning for critical and key positions
• Define criteria to identify critical and key positions for initial development of replacement and succession plans
• Facilitate talent reviews and replacement and succession planning discussions with leadership
• Facilitate replacement and succession plan development
• Partner with management to foster a positive culture that creates an inspiring employee engagement environment
• Works regularly with HR disciplines including but not limited to compensation, benefits, employee relations, CEOD, and disability management
• Assists in the administration of local audits

Qualifications

• Master’s degree in Human Resources, Business Administration, Industrial Relations or related field and three (3) years of professional Human Resources experience with emphasis in an HR generalist role
• Or Bachelor’s degree in Human Resources, Business Administration, Industrial Relations or related field and five (5) years of professional Human Resources experience with emphasis in an HR generalist role
• Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification
• Experience Strong HR generalist experience with an emphasis in workforce and succession planning, compensation, change management and/or retention programs
• Demonstrated success in consulting effectively with senior level management and influencing business unit leaders
• Recent work experience in a healthcare setting

Skills

• Working knowledge of federal and state labor laws related to all aspects of human resources
• Able to organize and prioritize multiple projects
• Able to communicate both orally and in writing in a clear and concise manner
• Able to maintain high level of confidentiality
• Able to interface with management and employees at all levels of the organization

Benefits

Remote role day to day, but will be required to travel to Morgantown on an as needed basis for HR or business need. 1-2 times per month.

Pay

Exempt/Non-Exempt

Schedule

United States of America