HR Business Partner III

We are so glad you are interested in joining Sutter Health! Organization: SSMC-Sutter Solano Medical Center Position Overview: Supports the operating team in the achievement of its people related objectives for employee satisfaction, patient or customer satisfaction, labor costs targets, talent development and the development and maintenance of a high performing workforce. Actively participates in development of employee relations programs. Provides assistance in the form of advice and counsel to management regarding: effectiveness of staff, application of human resource practices, policies and procedures, application, and administration of collective bargaining agreements, compliance with employment regulations and laws and resolution of complaints and grievances. Communicates with managers of bargaining unit employees regarding contract interpretation, policy interpretation and compliance. Works on resolution of compliance complaints and closure of compliance corrective action plans. Partners during succession planning, including coaching of management clientele on individual development plans and on-boarding support for new managers (30-60-90 day rounding). Supports management when conducting layoffs, start-ups, grievance meetings, investigations, complaint resolutions, staff counseling and related progressive discipline activities, talent reviews and local training. Identifies, investigates and resolves grievances, and coordinates with the Center of Expertise (CoE) for resolution of mediated or arbitrated grievances, work environment scans and harassment investigations. Involved in terminations, unemployment hearings, Equal Employment Opportunity Commission (EEOC) charges, and reduction in force planning. Supports management with key initiatives as directed by HR and operational leadership. Facilitates manager and staff access to HR services. Job Description: EDUCATION: Bachelor's in Human Resources, Industrial Psychology, Business Administration or related field or equivalent education/experience TYPICALLY EXPERIENCE: 5 years relevant experience SKILLS AND KNOWLEDGE: Knowledge of Human Resources policies, practices, laws and regulations. Excellent verbal and written communication and interpersonal skills. Demonstrates analytical skills, ability to influence at assignment leadership levels, exhibits group process and facilitation skills. Displays integrity and ethics in handling confidential information. Demonstrated ability to plan and accomplish multiple priorities simultaneously while maintaining a high degree of organizational responsiveness. Ability to use computer software for analysis and presentation (i.e., spreadsheets, and word processing). Ability to organize, adapt and re-prioritize activities and projects to meet deadlines in an environment of rapid change and growth. Applies innovative and creative approach to assignments and challenges. Dependable transportation and appropriate driving record required for off-site assignments. JOB ACCOUNTABILITIES: Supports Operating Unit Performance: Supports the operating team in efforts to achieve key objectives relating to employee satisfaction, patient and customer experience, quality, cost and productivity. Provides significant professional human resources support for the assessment and improvement of staff performance, morale and development. Supports the operating team when engaging staff or unions in changes to work practices, staffing, benefit practices or operational objectives. Facilitates the engagement of the operating team with staff. Performance Management: • Facilitates the assessment of staff performance by the operating team. • Ensures the operating team follows appropriate and systematic processes to identify and support high performing staff. • Ensures the operating team follows appropriate and systematic processes for identifying and engaging low performing staff. • Supports the operating team with the application of coaching, counseling, progressive discipline and related documentation review as required. • Supports the operating team in their effort to maintain consistently high levels of performance among all staff in the unit. Talent Management: • Facilitates development planning for staff possessing the potential to assume management roles in the unit. • Supports staff in the execution of the development plans. Staff Engagement: • Facilitates effective communication between operating team and staff. • Supports the operating team in following appropriate and systematic processes maintain effective communication in the unit. • Supports the operating team in following appropriate and systematic processes to recognize effective performance and accomplishments by the operating unit and staff. • Conducts rounding activities to gather informal feedback from the staff including items that need attention, recognition, what is going well, etc. • Collaborates with the local management teams of operating units to develop people plan for employee engagement, physician and patient satisfaction and other key dashboard outcomes needed. • In determining management response to employee infractions, the HRBP may chair the interdisciplinary committee, inviting guests as needed and coordinating the final group decision based on affiliate principles. • Reviews HR related data (Experience of Work (EOW), exit survey, etc.) and identifies areas of concern, provides feedback as appropriate, and works with management team to create action plans • Engages to communicate customer business needs and determines next steps • Facilitates management access by ensuring documentation of job descriptions and supporting materials are complete and providing organizational perspective to ensure consistency and equity in compensation decisions. • Educates managers and staff on accessing HR services. Workforce and Work Practice Changes: • Facilitates the introduction and implementation of changes to staffing and work force practices. Engages staff or union as necessary: • Coordinates as needed for effects bargaining or complex employee relations/labor relations issues. • Partners with management for reductions in force, departmental restructuring and other changes needed to improve business outcomes, including coordinating training support for retooling staff skills when needed. • Partners to develop employee relations strategy for staff. Initiative Support: • Leads their client group with implementation of major initiatives, such as patient experience, regulatory survey readiness and response, The Joint Commission (TJC) preparation, EOW surveys, etc. Training: • Provides training to leadership team on goal setting, legal compliance, tools and materials. • Conducts training within the affiliate(s). • Identifies training needs in client groups and facilitates ensures the development of programs Policy Introduction and Enforcement: • Provides ongoing direction and guidance to leaders and managers to ensure consistent, effective application and interpretation of policy and procedures and adherence to collective bargaining agreements, where applicable • Reviews proposed department changes with administrators and managers, offering guidance to ensure policies and practices are in alignment. • Investigates and resolves complaints and grievances from agencies, union employees and non-represented employees. • Conducts internal investigations as needed and works with all parties toward resolution • Represents management in grievance and complaint hearings facilitating an effective hearing and resolution of the complaint or grievance in accordance with policy, contract and applicable laws • Coordinates to close HR compliance line cases. • Engages if grievance goes to arbitration. • Partners on mediation and arbitration settlement discussions. • Participates in the introduction of new policies and practices by the organizations (e.g., introduction of benefits, wage and salary and other Human Resource related programs). • Participates in the region’s review and revision of HR policies and/or guidelines, including communication to local management on changes, application and interpretation. • Serves as a resource for assigned client group in interpreting and explaining basic HR services and processes. • Ensures compliance with applicable Federal and State Wage and Hour Laws and affiliate policies. (i.e., alternative work schedules, overtime, workweeks, etc.). • Assists in the dissemination of information to managers on emerging issues, such as wage and hour or employment law, etc. • Partners with Office of the General Counsel (OGC) on lawsuits • Works to achieve management adherence to compliance standards and training. • Partners on cases with employee relations issues related to attendance and/or job performance where there is a leave of absence and/or disability accommodation overlap • Engages on employee fitness duty evaluations, terminations, investigations, alternate job searches, unscheduled/unauthorized leaves of absence and other employee disability related issues requiring HR investigation/intervention • Provides employee relations guidance and support to team members, management and employees providing ongoing direction and guidance on policies and procedures and how they apply/relate to conflict resolution, job performance and expectations, conflict resolution, counseling, disciplinary action, grievance and terminations where there is leave or disability overlap. • Partners on matters relating to the disability accommodation process, fitness for duty, employment status or employee relations implications. Labor Relations: • Assists managers in the proper administration and application of practices required by the labor agreement. • Communicates with managers of bargaining unit employees regarding contract interpretation, policy interpretation and compliance • Maintains an effective working relationship with the union ensuring timely communication on topics of mutual interest • Oversee the investigation, coordination and development of timely grievances responses, consistent with bargaining history and intent, previous contract interpretation and principles of contract interpretation and corrective discipline • Facilitate discussion and resolution of grievances and between management and union representatives as needed • Identify the need for and participate in development of employee communications regarding labor issues • Respond to questions that involve interpretation of the collective bargaining as it relates to rules for unionized employees • Consults with union on labor agreement interpretation and administration • Ensure compliance with legal requirements and region/affiliate expectations. • Attends labor management committee meetings as required by the labor agreement. • Participates in and gathers information in response to union requests for information. • Participates in labor negotiations sessions and contract planning meetings. • Prepares grievance files for hand off as needed for mediation and/or arbitration • Participates in arbitration hearings as needed. • Participates in effects bargaining for layoffs, department rebids and reclassifications. • Partners to develop labor relations strategy for collective bargaining contracts, union organizing, and special labor projects, including effects bargaining and participation on key labor committees as required (e.g., training and upgrading fund, staffing committee). Cooperates in the effective functioning of the Human Resources Department: • Participates as a member of the HR Department in the day-to-day operations which include employee relations, and interpretation of policies, procedures, and administration of labor agreements, pay practices, compensation and benefit programs. Confers with supervisor regarding findings. • Offers assistance to coworkers when workload permits and provides coverage to Human Resources group. • Interprets Human Resources policies, objectives, operational procedures, statutory regulations/laws and compliance activities with all levels of staff as needed. Job Shift: Days Schedule: Full Time Days of the Week: Monday - Friday Weekend Requirements: As Needed Benefits: Yes Unions: No Position Status: Exempt Weekly Hours: 40 Employee Status: Regular Sutter Health is an equal opportunity employer EOE/M/F/Disability/Veterans. Pay Range is $51.16 to $76.74 / hour The salary range for this role may vary above or below the posted range as determined by location. This range has not been adjusted for any specific geographic differential applicable by area where the position may be filled. Compensation takes into account several factors including but not limited to a candidate’s experience, education, skills, licensure and certifications, department equity, training and organizational needs. Base pay is just one piece of the total rewards program offered by Sutter Health. Eligible roles also qualify for a comprehensive benefits package. Working at Sutter Health Sutter Health values and supports the unique talents and strengths that each employee brings to our organization. As a result, you are empowered to apply your passion for healing in innovative ways to care for patients and their families.

Salary : $51 - $77