Human Resources Business Partner (HRBP)

Position Summary:
The Human Resources Business Partner (HRBP) serves as a trusted advisor and strategic partner to organizational leadership, ensuring that human resources initiatives support Saratoga Hospital’s overall goals. The HRBP will collaborate with management to drive culture, deliver tailored HR solutions, and ensure employee engagement while maintaining compliance with all applicable laws and regulations. The HRBP also provides tactical HR support, requiring strong HR expertise, critical thinking, and timely execution in all areas of responsibility.

Key Responsibilities:

Strategic Partnering:

• Collaborate with business leaders to understand their challenges and objectives, providing proactive HR support, and design HR strategies that align with both short-term and long-term business needs.
• Lead workforce planning, including analyzing future organizational needs, evaluating current talent capabilities, and identifying skill gaps.
• Partner with leadership to develop and implement change management strategies during periods of organizational transformation.

Employee Relations & Engagement:

• Serve as the first point of contact for employee relations issues, working to mediate conflicts, provide solutions, and foster a positive and respectful workplace environment. Investigate and resolve workplace complaints with professionalism and discretion.
• Design and execute employee engagement programs that align with the organization’s mission and values to enhance employee satisfaction and retention.
• Monitor and support adherence to all HR policies, practices, and procedures. Interpret and communicate policies and propose improvements to policies where appropriate. Track employee relations issues to accurately assess employee/manager gaps for training purposes.

Performance Management & Development:

• Oversee the performance appraisal process, providing coaching to managers on delivering constructive feedback and setting performance objectives.
• Identify training needs and work with leadership and external vendors to design professional development programs, leadership workshops, and skills training.
• Support succession planning efforts by identifying high-potential talent and creating development plans for critical roles.
• Conduct exit interviews as appropriate, analyze exit surveys, and provide feedback o leaders regarding trends and organizational opportunities.

Talent Acquisition & Onboarding:

• Partner with recruiting teams to prioritize recruitment efforts that align with organizational goals.
• Work collaboratively with hiring managers to ensure effective job descriptions, candidate selection, and hiring processes.

Analytics & Reporting:

• Analyze HR metrics and data to identify trends, challenges, and opportunities for improvement. Provide detailed reports to guide strategic decision-making.
• Collaborate with HRIS team to implement data-driven approaches to optimize HR programs and initiatives.

Qualifications:

• Bachelor’s degree in Human Resources, Business, or a related field; Master’s degree or relevant certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) is a strong plus.
• Minimum of 5 years of progressive experience in HR required, experience in a hospital or healthcare setting preferred.
• Comprehensive knowledge of employment laws, talent management practices, and HR systems.
• Strong business acumen, with the ability to translate business needs into actionable HR strategies.
• Exceptional communication, coaching, and interpersonal skills, with a talent for building relationships across all levels of the organization.
• Proficiency in HR technology and tools, including HRIS, ATS, and workforce analytics platforms.
• Demonstrated ability to manage competing priorities, work under pressure, and adapt to a fast-paced environment.

Salary Range: $28.32 - $49.82
Pay Grade: K5
Compensation may vary based upon, but not limited to: overall experience and qualifications, shift, and location.