Senior HR Business Partner

Overview

To be part of our organization, every employee should understand and share in the YNHHS Vision, support our Mission, and live our Values. These values - integrity, patient-centered, respect, accountability, and compassion - must guide what we do, as individuals and professionals, every day.

About the role

The Senior HR Business Partner is a fast-paced, high-volume, front-line provider of quality HR service. The position partners with HR Centers of Expertise, Staff, and Managers across identified client groups to provide effective HR advice and quality HR services. The Senior HR Business Partner serves as the primary point of contact to leaders related to human resource management, policies, procedures, employment law, and fundamentals of all core areas of human resources and ensures ease of access to HR deliverables for clients.

Responsibilities

• Counsel and support in all areas of human resource management including staffing and retention, employee engagement, workforce safety, employee relations, labor relations (where applicable), talent planning, performance management, compensation, benefits, equal employment opportunity, affirmative action, organizational development, administrative agency matter and litigation support, and compliance with employment and regulatory requirements.
• Consult and work with client group leadership to resolve human resources-related issues and concerns impacting the work environment and a just culture for all staff.
• Develop strong and supportive relationships with key operational leaders.
• Act proactively to lead and support regular and routine cyclical HR activities as well as respond to business needs by adopting a professional, informed and principles-based approach.
• Provide the highest standard of client service, accuracy, and timeliness in responding to client needs and maintain information with the requisite level of confidentiality and discretion.
• Work with clients to enable them to engage with and fully utilize HR systems and business process automation.
• Identify where further support or interventions may be required to assist clients to adapt to these new technologies and to track and monitor workflow actions to enhance the effectiveness and efficiency of the HR service.
• Build positive relationships with clients. In partnership with organization stakeholders, monitor, assess and promote a positive employee and labor relations strategy.
• Communicate approaches with managers to assist with the resolution of sensitive employee issues, performance matters, disciplinary issues, and grievance/conflict resolution.
• Maintain records and write reports associated with case management and prepare complex case-based correspondence for the consideration and action of management.
• Serves as a consultant to management staff and as an employee advocate, when appropriate.
• Advise and coach managers to create and sustain a high-performance workforce.
• Advise on Human Resources' best practices to achieve effective and consistent implementation of all laws, and policies to produce positive relations with all employees.
• Advise on employee performance management matters and/or conduct matters, including utilization of performance and/or conduct management tools to ensure optimal performance of staff.
• Prepare a range of strategic HR documents including but not limited to investigation reports.
• Lead activities including workforce planning, job development, educational needs assessments, policy development and interpretation, workforce data analysis, employee relations counseling, and conflict resolution, to support the effectiveness of departments within assigned client groups.
• Participate in, and advise on, the creation and review of Human Resources policies and procedures, including ensuring policies are clearly communicated and meet organizational objectives.
• Interpret HR policies and procedures and work with HR colleagues, and leaders on identified opportunities for policy, procedure, and process improvement.
• Affirmatively assess situations and environments within client groups affecting employee engagement and provide organizational leaders with advice and recommended courses of action based on operating guidelines, policies, and applicable law in order to create and maintain a positive employee environment.
• Provide necessary education and coaching to client leaders to support these recommendations and work with HR functional areas to provide required training opportunities consistent with other organizational priorities.
• Review and analyze workforce and operational statistics on productivity, turnover, recruiting, patient satisfaction, employee engagement, exit interview data and other Dashboard measures to identify trends, activities, and potential issues within each assigned client group.
• Utilize staffing mix standard work to guide leaders towards staffing approaches to achieve operational goals and outcomes.

Qualifications

• Bachelor's degree required in a relevant area; Graduate degree in human resource management, business, healthcare administration, law, or a similar program with an analytic focus preferred.
• Five (5) to seven (7) or more years as either an HR generalist, manager, or consultant preferably in a complex healthcare organization with demonstrated expertise in at least three functional HR areas. Consideration will be given to Yale New Haven Health HR Division employees based on work performance in lieu of the above years of experience requirement.

Special Skills

• Strong knowledge of HR laws and regulations.
• Excellent relationship management as well as project management skills.
• Excellent communicator, high levels of emotional intelligence, able to provide specific guidance to clients while maintaining an environment of collaboration and partnership.
• Proven team player with excellent interpersonal communication and organizational skills.
• Strong analytical skills and experience with data analysis, metrics, and reporting.
• Ability to understand business plans and to develop impactful HR solutions in response to those plans.
• Demonstrated ability to manage multiple and sometimes competing priorities.
• Strong ability to deal with ambiguity and lead others during periods of intense change.