Human Resources Business Partner

Company Description:

Veterinary Practice Partners (VPP) is a management company that forms joint ventures with Veterinarians to co-own and run their veterinary practices. Once the joint venture is formed, VPP provides support and leadership for marketing, financial, operations, IT, and human resources functions while the veterinarian leads the clinical and client services functions. VPP currently has over 160 partner hospitals with 3,000 employees and continued growth. VPP is a dynamic, profitable, growth company with strong financial private equity backing.

Summary:

The Human Resources Business Partner (HRBP) serves as a liaison between operations, hospitals, human resources functional areas, and employees to develop, enact, and monitor human resources initiatives and programs within their assigned region. This is a highly dynamic role, balancing direct oversight of HR efforts and employee relations with long-term strategic direction and implementation of employee engagement initiatives and retention plans to enhance business performance and profitability.

This position supports all human resources activities and achieves results both as a direct contributor, as well as through Talent Acquisition, Benefits and Compensation, Payroll/HRIS. Also directly supports assigned region, partnering with operations leadership to achieve organizational goals.

Must possess a high level of flexibility and adaptability to handle both day-to-day operational requirements of the role, as well as think and act strategically in matters related to larger-scale, organizational objectives.

This position requires a high degree of organization, prioritization, professional communications, and attention to detail. The individual must have the ability to make recommendations to effectively resolve problems or issues by using judgment that is consistent with standards, practices, policies, procedures, as well as local, state, and federal employment laws. Additionally, this role requires high-level analytical and problem-solving skills to resolve issues, handle reporting requirements and analyze information. The ability to work well under pressure with priorities constantly changing is required.

Essential Duties and Responsibilities:

• Talent Management & Employee Relations
• Provide support for hospital employee relations issues that arise, advising managers, partners and/or doctors on how to handle issues in alignment with our policies and HR best practices. This includes coaching, verbal, and written documents such as warnings and performance improvement plans (PIPs).
• Conducts employee investigations and makes recommendations for resolution of issues.
• Assist hospitals with ensuring performance evaluations are completed timely, including properly documenting performance feedback.
• Develop and maintain compliant, company-wide job descriptions, ensuring employees understand their roles and expectations.
• Conduct new hire and exit interview surveys and compile data by location quarterly to identify and address trends.
• Manage leaves of absences and work with payroll to ensure proper coding and documentation in the system.
• Compliance
• Responsible for staying abreast of federal, state, and local regulations that impact assigned region and make recommendations to HR Leadership and Operations department on regulatory compliance matters.
• Coordinates resolution of non-routine, complex employee leaves including, but not limited to ADA interactive dialogues and accommodation requests.
• Assist with policy and handbook development, consistently reviewing policies and practices to ensure we are current with requirements and business needs.
• Provide support to employees and management on interpretation of policies to meet business needs.
• Seek additional support on policies from legal counsel or other resources, when needed.
• Safety, Workers’ Compensation & OSHA
• Manage workers’ compensation claims in assigned region, working with broker and insurance companies, serving as the liaison between carriers, hospital management and operations team members.
• Work to proactively manage return to work initiatives to help reduce costs and manage staffing.
• Responsible for OSHA reporting and compliance for region.
• Recruitment & Onboarding
• Assist, as a liaison, with recruitment staffing decisions with operations and Talent Acquisition.
• Assist with interpretation of hiring tools and assessments, as relevant to the region.
• Coordinate hospital new hire onboarding activities for acquisitions and new hospitals, including employee meetings, presentations, and other onboarding tasks.
• Reporting and Analytics
• Assist HR leadership in utilizing data and metrics to determine proactive HR initiatives and support to hospitals.
• Work with hospitals to ensure they are utilizing the payroll/HRIS system effectively for employee performance management and other
• Training and Development
• Assist HR leadership and operations on development of various training initiatives including practice manager training, operations HR training and other training projects including development of content and delivery of training, both in- person and via webinar.
• Coordinate training programs within industry-specific learning management system (LMS), other online learning platforms, and live training to support business and employee needs in region.
• Serve as a backup to various roles in HR, including payroll & benefits and talent acquisition.
• Other special project work and duties as assigned.
  
  

Qualifications:

• Bachelor’s degree in business, human resources, or equivalent.
• Minimum of 7 years’ experience in a human resources generalist or business partner role.
• Experience working in a multi-site healthcare, retail, or veterinary organization adjectives.
• Proven track record of applying HR best practices to support organizational objectives.
• Technical experience with various HR systems a plus, including applicant tracking, payroll and HRIS. Must have advanced computer skills, including Word, Excel & Power Point.
• HR certification a plus (PHR/SPHR, SHRM-CP/SCP).
• Thorough understanding of federal, state, and local employment laws and HR policies and processes, including knowledge of EEO, ADA, and FMLA.
  
  

Ideal Candidates will Possess:

• Strong problem-solving capability, with the ability to identify an issue and advise a solution that follows company policy and HR regulations with the ability and confidence to execute and resolve issues independently.
• Ability to deal with ambiguity in a fast-paced, evolving environment.
• Ability to work well under pressure and with constant changing priorities, while keeping cool and professional.
• Strength in ability to educate, advise, and influence outcomes.
• Must have excellent verbal and written communication skills, with a high sense of urgency, ability to effectively communicate sensitive and confidential information and desire to provide a high-level of service to employees and managers.
• Must be detail-oriented and able to work independently as well as within a team.
  
  

Physical Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

• The employee must be able to remain in a stationary position at least 50% of the time. Employee needs to occasionally move about inside the office to access file cabinets, office machinery, etc.
• While performing the duties of this Job, the employee is regularly required to use hands to grasp, handle, or feel; reach with hands and arms. Hearing and visual acuity are also required.
• The employee will constantly be operating a computer and other office productivity.
• The employee may occasionally be required to lift and or move up to 20lbs by themselves.
  
  

Notes:

Reasonable accommodations may be made to perform the essential functions.

• This job description describes the ideal candidate for this position and in no way implies any limits to a person’s desire to apply.
• To meet the needs of the company, employees may be assigned other duties, in addition to or in lieu of those described above.
• Any duties are subject to change at any time.
• This document does not create an employment contract, implied or otherwise, other than an “at-will” relationship