Description
SUBFUNCTION DEFINITION: HR support for client group Leaders, Managers and Employees on organizational and employee matters, as well as coaching, HR process expertise and other general HR activities.
SCOPE: Works with employees, frontline and executive leaders to deliver HR services. Requires broad range of HR expertise in complex and often matrixed environments to enable a positive employee experience and resolve business challenges.
REPRESENTATIVE RESPONSIBILITIES

• Talent Management

Customize performance management objectives or goals to align with business unit strategy. Coach and advise leaders on value-driven performance management conversations. Analyze trends in performance data for business areas. Assist business unit leaders in providing employees with development opportunities that align with current and future performance standards. Participate in calibration sessions of performance ratings or talent reviews. Work with business leaders to identify the need and create development programs for high potential employees. Consult line management regarding talent development needs of the business line. Assess staffing needs based on organizational and business unit priorities. Discuss hiring needs with business unit leaders to identify critical skills gaps. Partner with the Human Capital Intelligence, People Relations peers, Finance and Business Unit data teams to ensure consideration of multiple data sources are utilized in developing workforce planning strategies and succession management. Leverage Talent Management COE tools to act as the advocate for leading the talent management and development plans for the business unit with a focus on enhancing the quality of leaders, building skills and capabilities of the workforce, and ensuring succession bench strength.

• Talent Analytics

Analyze workforce trends to model and forecast future labor requirements. Craft stories based on metrics to drive talent decisions and recommend strategy. Identify appropriate metrics to measure the progress of business unit HR strategies. Review key business performance targets and their related talent implications with business leaders.

• Human Capital Management

Audit HR processes such as performance management to mitigate bias. Adapt organization-wide D&I goals and programs to the business unit. Share information about D&I initiatives with the business. Analyze employee engagement survey data and provide recommendations to improve engagement. Develop insights from exiting employees. Foster culture and behaviors within the business unit that align with organization's values. Champion and assist in the development of people plans and solutions to achieve people initiatives and deliver results and a work environment where all employees can thrive and grow. Utilize HR COEs to facilitate viable solutions and human capital strategies to drive organizational performance. Partner with the Workforce Analytics, People Business/Relations Consultants, Finance and Business Unit data teams to ensure consideration of multiple data sources are utilized in developing workforce planning strategies. Serve as a resource for coaching, consultation, and guidance with leadership to identify HR solutions and strategies needed to support the business and operational needs. Leverage expertise across HR functions to facilitate strategy, problem solving, and process improvement to achieve short- and long-term goals.

• Employee Relations

Assist leaders with employee underperformance (e.g., development of performance improvement plans (PIP). Lead and participate in positive employee relations strategy and execution. Conduct and manage employee relations investigations. Issue standard letters and co-champion communications related to employee policies and/or training. Mediate and resolve employee relations issues (e.g., mediation between employees and leaders). Identify resources and guide leaders to create specific action plans for addressing individual employee behavior and/or performance concerns. Analyze trends, recommend, and implement solutions to employee relations issues and human resource needs. Monitor and ensure consistent and equitable employment related practices across business units. Collaborate with Legal, Compliance and other HR COEs regarding complex issues. Coach leaders on HR best practices and policy administration related to employee relations. Understand and solicit employee opinions and anticipate their needs and concerns.

• Change Management

Assist with developing a change management approach for the organization and business unit. Build a network of change champions to assist with impending change. Facilitate New Leader Assimilation between leader and staff to ensure a successful transition for business unit. Communicate complex ideas, anticipate potential objections, and persuade others, often at senior levels, to adopt a different point of view for organization effectiveness. Partner with clients on mergers and acquisitions.
Qualifications
EDUCATION/EXPERIENCE
Required:

• Bachelor's degree in a related field

• 5 years of work experience in a related job discipline

Preferred:

• Master's Degree

Unique Skills:

• Proficient in MS Office suite or software

• Has exceptional analytical and quantitative skills

Cincinnati Children's is proud to be an Equal Opportunity Employer that values and treasures Diversity, Equity, and Inclusion. We are committed to creating an environment of dignity and respect for all our employees, patients, and families (EEO/AA).