What are the responsibilities and job description for the Human Resources Business Partner - Full-Time position at Titus Regional Medical Center?
Job: Human Resources Business Partner
Classification: Salaried/Exempt
Job Category: 2 - Professionals
FLSA Category: Administrative Exemption
Position Summary
The Human Resources Business Partner (HRBP) position is responsible for assisting in aligning business objectives with team members and management in designated business units. The position formulates partnerships across the HR function to deliver value-added services to management and team members that reflect the business objectives and are in alignment with the vision, mission, and values of TRMC. This position works closely with the Senior Director of Human Resources to assist in developing, evaluating, implementing, and administering ongoing HR programs, functions, and activities such as talent acquisition, compensation, benefits administration, employee relations, diversity and inclusion, employee engagement, workforce safety, talent development, employee retention, HR analytics, and policy development and administration. Assists in ensuring compliance with state and federal regulations that impact employment-related matters. The HRBP maintains an effective level of business literacy spanning financial matters related to the organization, organizational mid-range plans, organizational culture, and the competitive dynamics of the labor market affecting the organization.
Essential Functions
-Consults with line management and other leaders, providing HR guidance when appropriate.
-Analyzes trends and metrics to develop solutions, programs, and policies. Utilizes data from human capital management system, applicant tracking system, learning management system, and other applicable HR-related systems to gain insights.
-Develops, prepares, generates, and analyzes ongoing and ad-hoc special reports pertaining to employee information and data, including issues such as benefits costs, staffing levels/deployment, turnover, absenteeism, recruitment, applicant tracking, EEO, compensation, promotions, etc.
-Maintains in-depth knowledge of legal requirements related to day-to-day Human Resources activities, reducing legal risks, and ensuring regulatory compliance.
-Under the direction of the HR Director, provides day-to-day performance management guidance to frontline and other leaders (e.g., coaching, counseling, career development, corrective actions).
-Works closely with leadership and employees to improve work relationships, build morale, employee engagement, and improve retention.
-Provides HR policy guidance and interpretation.
-Assists in developing contract terms for new hires, promotions, and transfers.
-Provides guidance and input on business unit workforce planning. Assists with talent acquisition processes, employment branding, overall recruiting and retention efforts, and administration of the applicant tracking system.
-Assists with providing guidance on and administration of performance management and succession planning.
-Identifies training needs for business units and individual coaching needs. Assists in talent development via conducting instructor-led training, developing training course content, and making recommendations when development opportunities are identified.
-Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Makes recommendations for learning management system course library and content.
-Participates in the recommendation and/or drafting of departmental or hospital policies or procedures.
-Assists with the coordination and execution of employee engagement activities.
-Provides training and cross-training to other members of the Human Resources team on areas of expertise, as needed.
-Coordinates the TRMC self-funded plans and all other employee benefits programs in partnership with insurance brokers and third-party administrators (TPAs) to include enrollment, and benefits plans cost review, analysis, and design.
-Maintains and audits wellness incentive programs to ensure accuracy and compliance. Coordinates with third-party vendor for TRMC’s wellness portal.
-Ensures compliance with the ACA, HIPAA, EEOC, COBRA, and all other regulatory requirements as relate to employee benefits plans of TRMC.
-Coordinates the TRMC retirement plan.
-Administers workers’ compensation program activities including state, TRMC, and insurer requirements.
-Ensures investigation and documentation of all employee injuries routinely tracks employee safety trends and prepares reporting.
-Administers and ensures compliance with all workers’ compensation claims for all states within which TRMC employs
Classification: Salaried/Exempt
Job Category: 2 - Professionals
FLSA Category: Administrative Exemption
Position Summary
The Human Resources Business Partner (HRBP) position is responsible for assisting in aligning business objectives with team members and management in designated business units. The position formulates partnerships across the HR function to deliver value-added services to management and team members that reflect the business objectives and are in alignment with the vision, mission, and values of TRMC. This position works closely with the Senior Director of Human Resources to assist in developing, evaluating, implementing, and administering ongoing HR programs, functions, and activities such as talent acquisition, compensation, benefits administration, employee relations, diversity and inclusion, employee engagement, workforce safety, talent development, employee retention, HR analytics, and policy development and administration. Assists in ensuring compliance with state and federal regulations that impact employment-related matters. The HRBP maintains an effective level of business literacy spanning financial matters related to the organization, organizational mid-range plans, organizational culture, and the competitive dynamics of the labor market affecting the organization.
Essential Functions
-Consults with line management and other leaders, providing HR guidance when appropriate.
-Analyzes trends and metrics to develop solutions, programs, and policies. Utilizes data from human capital management system, applicant tracking system, learning management system, and other applicable HR-related systems to gain insights.
-Develops, prepares, generates, and analyzes ongoing and ad-hoc special reports pertaining to employee information and data, including issues such as benefits costs, staffing levels/deployment, turnover, absenteeism, recruitment, applicant tracking, EEO, compensation, promotions, etc.
-Maintains in-depth knowledge of legal requirements related to day-to-day Human Resources activities, reducing legal risks, and ensuring regulatory compliance.
-Under the direction of the HR Director, provides day-to-day performance management guidance to frontline and other leaders (e.g., coaching, counseling, career development, corrective actions).
-Works closely with leadership and employees to improve work relationships, build morale, employee engagement, and improve retention.
-Provides HR policy guidance and interpretation.
-Assists in developing contract terms for new hires, promotions, and transfers.
-Provides guidance and input on business unit workforce planning. Assists with talent acquisition processes, employment branding, overall recruiting and retention efforts, and administration of the applicant tracking system.
-Assists with providing guidance on and administration of performance management and succession planning.
-Identifies training needs for business units and individual coaching needs. Assists in talent development via conducting instructor-led training, developing training course content, and making recommendations when development opportunities are identified.
-Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Makes recommendations for learning management system course library and content.
-Participates in the recommendation and/or drafting of departmental or hospital policies or procedures.
-Assists with the coordination and execution of employee engagement activities.
-Provides training and cross-training to other members of the Human Resources team on areas of expertise, as needed.
-Coordinates the TRMC self-funded plans and all other employee benefits programs in partnership with insurance brokers and third-party administrators (TPAs) to include enrollment, and benefits plans cost review, analysis, and design.
-Maintains and audits wellness incentive programs to ensure accuracy and compliance. Coordinates with third-party vendor for TRMC’s wellness portal.
-Ensures compliance with the ACA, HIPAA, EEOC, COBRA, and all other regulatory requirements as relate to employee benefits plans of TRMC.
-Coordinates the TRMC retirement plan.
-Administers workers’ compensation program activities including state, TRMC, and insurer requirements.
-Ensures investigation and documentation of all employee injuries routinely tracks employee safety trends and prepares reporting.
-Administers and ensures compliance with all workers’ compensation claims for all states within which TRMC employs
