Director, HR Business Partner

COMPETENCIES/EXPERIENCE

• Minimum ten years of experience in Human Resources Management or in an HR Business Partner role .
• Track record of successfully serving as a trusted strategic advisor to senior executives and professional staff.
• Minimum 5 years of experience resolving complex employee relations issues
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis and design, employee relations, diversity & inclusion, performance management, talent management, and federal and state respective employment laws.

EDUCATION

• BA degree in Human Resources, Business, or a related field is required.
• Professional HR Certification or coursework in pursuit of professional designation preferred, such as: SHRM-CP, SHRM-SCP, or SPHR.

PERSONAL SKILLS/ATTRIBUTES/QUALIFICATIONS

• Excellent communication skills, both oral and written.
• Strong business acumen, analytical, and problem-solving skills, and an in-depth understanding of financial implications of business decisions.
• Decisive and logical at thoroughly evaluating issues and developing solutions.
• Collaborative, builds positive and effective relationships across the business and with HR colleagues.
• Strong time management and priorities management skills. Proven ability to consistently and effectively plan, schedule, and obtain commitments to successfully complete work on time and with high quality.
• An experienced and strong negotiator
• Change management and project management experience.
• Ability to respectively push back when necessary and provide alternative
• Demonstrates integrity, credibility and high moral and ethical behavior.

PHYSICAL ABILITIES

• Open to travel domestically and internationally, as needed to understand and support business priorities.

This job description is intended to describe the general nature and level of work performed by an employee assigned to this position.  The description is not an exhaustive list of all duties, responsibilities, knowledge, skills, abilities, and working conditions associated with this position.

The HR Business Partner-Director is responsible for partnering with senior leaders to create and deliver people strategies and solutions that support business initiatives and drive the business forward.  It serves as a strategic partner to designated senior leaders and will develop, access, and anticipate HR related needs and deliver value-added services/solutions.  Additionally, you will formulate partnerships across the HR Centers of Excellence (COE) to design and implement effective HR solutions for your customer group and proactively support the delivery of HR processes within the business with emphasis on performance management, talent management, succession planning, and leadership development.   The ideal candidate will have strong HR Genralist experience in a health care organization.

This is a hybrid role, requiring a minimum of two days (Tuesday and Wednesday) in the Oakbrook Terrace office. 

Responsibilities:

1. Provides day-to-day HR support and consultation to designated Senior Leadership and their leadership teams.
2. Acts as a strategic partner in collaboration with leaders to proactively engage and identify people gaps and opportunities, propose changes and facilitate the change processes necessary to mitigate risk.
3. Proactively evaluates and provides feedback and direction on trends and metrics that have an impact on operations and provides consultation regarding measures to address and develop solutions.
4. Interprets and implements HR specific policies, practices and guidelines across the organization and recommends policy changes to support business needs.
5. Reinforces difficult decisions that align with organizational strategies and values.
6. Develops partnerships across the HR function and collaborate with the HR Centers of Excellence (COE)s to create solutions, share best practices, identify areas of common improvement and participate in team initiatives and projects.
7. Provides guidance and input to leadership on business unit restructures, workforce planning, talent calibration, and succession planning.
8. Works closely with leaders and employees to improve employee engagement and increase productivity and retention.
9. Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
10. Understands workforce needs and talent gaps and partner with the business and Talent Acquisition team to close gaps.
11. Manages and resolves complex employee relations issues. 
12. Support business change/growth initiatives.
13. Drive HR initiatives unique to business needs.
14. Acts as a key member of the HR and Business Leadership Teams.