What are the responsibilities and job description for the HR Consultant position at UnityPoint Health?
Overview
The Human Resources Business Partner (HRBP) is responsible for providing comprehensive human resource needs and initiatives in the areas of organizational development, employee / labor relations, talent management / training, performance management, leadership development, and employee engagement for assigned areas. This role supports the organization in achieving operational targets by developing, promoting, implementing, managing, and maintaining effective HR policies, programs, procedures and practices, while striving towards maintaining a positive work climate and providing day-to-day leadership and guidance.
Responsibilities
Engaging and Inspiring
Provide support in areas of employee engagement, team building, and employee onboarding
Assists with helping our managers create an environment that fosters high levels of trust, respect and camaraderie and individuals are passionate about their work
Model servant leadership where others will follow Managing Talent
Actively partner with management to execute HR and talent management processes to develop and retain high quality talent, including leadership development
Assists managers in creating an environment that promotes recognition of individuals and utilizes recognition and reward programs
Recognized talent and coaches and develops individuals for high potential
Participates in new leader training
Provide support around the annual performance management program to enable leaders and staff to engage in a meaningful and productive experience. Provide process training to service lines, effective goal writing, and tracking submissions of evaluations and follow-up with leaders where support is needed
Centers on Patients / Customers
Anticipates and exceeds customer expectations
Uses patient-centered decision making and problem solving
Provides timely responses to staff and manager requests
Meets regularly with key stakeholders in assigned departments
Driving Sustainable Results
Supports and drives intelligent risk-taking
Identifies ways to improve operational efficiency
Delivers results, on time and within budget
Drive engagement focus with managers for positive business performance and achievement
Analyze trends and metrics to partner with leadership on developing solutions or programs to achieve organizational goals
Capitalizes on unforeseen opportunities and changing circumstances and engages appropriate stakeholders
Leading Change Proactively
Implements changed based on proven change-management techniques. Formulates and evaluates system-wide collaboration through transparent and two-way communication
Provide leadership coaching to management and employees on organizational and change management
Assess, develop and evaluate continuous improvement, buy-in and desired outcomes Focusing on Team
Coaches leaders to manage their team’s contributions and ensure they are connecting the department strategy and priorities to the organizational strategies and priorities
Work closely with management and employees to improve work relationships, build morale, increase productivity and retention; creating an environment that fosters trust and accountability amongst team members
Lead / participate-in and / or support special projects
HR Business Acumen
Serves as the HR subject matter expert to managers, including compensation and benefits
Conduct investigations of workplace policy violations
Recommends policy changes to support business needs
Provide day to day policy, contractual and regulatory guidance and interpretations to employees and management on various HR topics
Advise management on employee discipline and performance issues
Conduct grievance and issue resolution meetings. Ensures appropriate document and follow-up is being completed
Qualifications
Minimum Bachelor’s Degree in Human Resources, Business Administration, Management, or related field
Master’s Degree in Human Resources, Business Administration / Management, or related field preferred
Minimum 3 years of combined experience in multiple HR functional areas and / or employee relations / labor relations experience
PHR / SPHR , or related certification is preferred, but not required
Specific offers are determined by various factors, such as experience, skills, internal equity, and other business needs. The salary range listed does not include other forms of compensation which may include bonuses / incentive, differential pay, or other forms of compensation or benefits that may be applicable to this role.
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