Regional Human Resources Business Partner

Responsibilities

• Serves as the primary HR business partner to assigned hospital leadership teams including CEOs, CNOs, COOs, and operational leaders.
• Supports operational leaders in achieving workforce, engagement, retention, productivity, and culture goals aligned with organizational expectations.
• Provides strategic and operational HR consultation related to workforce planning, organizational effectiveness, employee engagement, retention, and change management.
• Aligns local HR support with operational priorities, organizational goals, and system HR direction.
• PARTNERS WITH HR CENTERS OF EXCELLENCE TO IMPLEMENT ENTERPRISE HR PROGRAMS, INITIATIVES, AND OPERATIONAL SOLUTIONS.
• CORPORATES AND ESCALATES SPECIALIZED HR MATTERS TO APPROPRIATE HR CENTERS OF EXCELLENCE INCLUDING HRIS, TALENT ACQUISITION, LABOR RELATIONS, COMPENSATION, BENEFITS, ORGANIZATIONAL DEVELOPMENT, AND COMPLIANCE.
• SUPPORTS IMPLEMENTATION OF STANDARDIZED HR OPERATING MODELS AND CENTRALIZED HR SERVICE DELIVERY INITIATIVES ACROSS THE ORGANIZATION.
• LEAVES WORKFORCE DATA, OPERATIONAL METRICS, AND SMART GOALS IN SUPPORT OF ORGANIZATIONAL INITIATIVES AND QUADRUPLE AIM REPORTING.

Workforce Analytics and Planning

• ANALYZES WORKFORCE TRENDS INCLUDING TURNOVER, RETENTION, STAFFING CHALLENGES, VACANCIES, AND ENGAGEMENT INDICATORS TO IDENTIFY OPERATIONAL RISKS AND OPPORTUNITIES.
• PARTNERS WITH HRIS AND HR LEADERSHIP TO SUPPORT WORKFORCE REPORTING, DASHBOARDS, AND DATA-DRIVEN OPERATIONAL DECISION-MAKING.
• PROVIDES WORKFORCE RECOMMENDATIONS AND OPERATIONAL INSIGHTS TO SUPPORT STAFFING, RETENTION, AND ORGANIZATIONAL PLANNING INITIATIVES.
• SUPPORTS LOCAL OPERATIONAL REVIEW OF COMPENSATION TRENDS, WORKFORCE COMPOSITION, AND LABOR MARKET CONDITIONS AS NEEDED.

Employee and Labor Relations

• ADVISES LEADERS ON EMPLOYEE RELATIONS MATTERS INCLUDING PERFORMANCE MANAGEMENT, CORRECTIVE ACTION, INVESTIGATIONS, CONFLICT RESOLUTION, AND POLICY INTERPRETATION.
• SUPPORTS ADMINISTRATION AND INTERPRETATION OF COLLECTIVE BARGAINING AGREEMENTS IN PARTNERSHIP WITH SYSTEM HR LEADERSHIP AND LABOR RELATIONS RESOURCES.
• SUPPORTS PROACTIVE LABOR RELATIONS STRATEGIES FOCUSED ON OPERATIONAL CONTINUITY, CONTRACT ADMINISTRATION CONSISTENCY, LEADER PREPAREDNESS, AND LABOR RISK MITIGATION.
• CORPORATES WITH LEGAL, COMPLIANCE, RISK MANAGEMENT, AND SYSTEM HR LEADERSHIP REGARDING EMPLOYEE MATTERS REQUIRING ESCALATION OR FORMAL REVIEW.

Talent and Leadership Support

• PARTNERS WITH TALENT MANAGEMENT AND OPERATIONAL LEADERS ON SUCCESION PLANNING, ONBOARDING, LEADERSHIP DEVELOPMENT, AND MANAGER EFFECTIVENESS INITIATIVES.
• SUPPORTS LEADERSHIP COACHING AND ORGANIZATIONAL DEVELOPMENT INITIATIVES ACROSS ASSIGNED HOSPITALS.
• ASSISTS WITH LOCAL EMPLOYEE ENGAGEMENT ACTIVITIES, COMMUNICATION EFFORTS, AND WORKFORCE CULTURE INITIATIVES.

Compliance and HR Risk

• SUPPORTS ADHERENCE TO APPLICABLE EMPLOYMENT LAWS, REGULATIONS, ORGANIZATIONAL POLICIES, AND HR PROCEDURES IN PARTNERSHIP WITH COMPLIANCE, LEGAL, AND RISK MANAGEMENT.
• SUPPORTS AUDITS, INVESTIGATIONS, AND OPERATIONAL REVIEWS RELATED TO WORKFORCE PRACTICES AND EMPLOYEE MATTERS.
• Maintains appropriate confidentiality, professionalism, and discretion in all HR matters.

Communication and Engagement

• SERVES AS A TRUSTED HR RESOURCE AND OPERATIONAL PARTNER FOR HOSPITAL LEADERSHIP TEAMS AND MANAGERS.
• SUPPORTS LEADER FORUMS, OPERATIONAL MEETINGS, EMPLOYEE COMMUNICATION EFFORTS, AND ENGAGEMENT INITIATIVES AS ASSIGNED.
• GATHERS AND SYNTHESIZES EMPLOYEE AND LEADER FEEDBACK TO SUPPORT OPERATIONAL ACTION PLANNING AND WORKFORCE IMPROVEMENT EFFORTS.