Human Resources Business Partner - Human Resources

Partner directly with hospital leadership to develop and drive strategic HR initiatives in support of organizational goals and objectives (short- and long-term) and to improve the overall effectiveness of the operation and the HR function.

Lead HR activities such as strategic staffing, employee relations consulting, talent management initiatives, organizational development initiatives, compensation planning and administration, change management, conflict management, equal opportunity/affirmative action, diversity and inclusion initiatives, leader consulting, HR communications.

Assess and anticipate HR related needs to ensure compliance and mitigate risk and liability while helping to drive employee engagement and retention by focusing on employee relations, learning and development, performance management, and employment law compliance.

MAJOR RESPONSIBILITIES

CONSULTING

Serve as primary point of contact to leadership for all HR-related needs and initiatives.

Provide strategic HR consulting and coaching with the goal to influence leadership action.

Maintain an effective level of literacy about the unit's financial position, strategic plans, culture and competition.

Helps drive productivity and performance, using HR systems and analytics to understand issues, trends and recommended course correction. Includes disposition of key metrics, projected outlook, employee relations issues, reasons for labor turnover, etc.

STRATEGY

Collaborate with leadership on organizational strategy, talent acquisition, learning and development, performance management, compensation, benefits, and employee and labor relations.

Translate organizational needs into plans of action to achieve organizational goals and strategies.

Ensure human resource policy and procedure throughout the organization fit the needs, goals, and aims of the organization and its top leadership.

TALENT MANAGEMENT

Develop and execute strategic talent management initiatives – addressing Workforce Planning, Talent Acquisition, Retention, Performance Management, Employee Engagement, Training & Development, and Succession Planning - to ensure alignment with overall goals.

Help to deepen cross cultural competence in leaders and their groups through support of training efforts and diversity councils, as well as through the consideration of cross cultural impact to hospital decisions.

Provide guidance and input unit restructures, workforce planning and succession planning. Establish strategies to develop leadership and management bench-strength and succession readiness.

Identify and facilitate the delivery of individual executive coaching needs.

CHANGE MANAGEMENT

Enable change through education and influence of leadership while considering impacts on goals and objectives.

Provide thought leadership related to strategic delivery of HR initiatives; reinforce value of HR initiatives.

Manage HR program implementation to minimize disruption; partner with leaders to communicate and execute.

FACILITATE

Partners with Centers of Expertise to ensure cohesive delivery of HR programs and services.

Foster partnerships across the HR function to deliver value-added service to management and employees that reflects the NLH objectives.

Applying a broad understanding of all HR programs, oversee execution of all annual and ad-hoc HR initiatives (ex. Annual Pay Review Cycle(s), Performance Planning Process, Talent Management Review, Promotion Process and Review, Employee Engagement Review, Workforce Planning Initiatives).

This position has no direct supervisory responsibilities.  Applies depth and/or breadth of HR expertise as a coach or mentor for other positions in the department or in the development of company-wide HR initiatives and strategies.