Sr HR Business Partner

Sr HR Business PartnerCHI HealthKearney, NebraskaRequisition ID 2021-184517 Employment Type Full Time Department Human Resources Hours/Pay Period 80 Shift Day Weekly Schedule Monday-Friday (8:00am-5:00pm) Remote No Category Human ResourcesOverviewAs a strategic partner , the Senior HR Business Partner (Sr HRBP) aligns business objectives with employees and management in designated departments, facilities, markets and/or divisions. The Sr HRBP may be assigned division-wide projects and initiatives. The Sr HRBP serves as an evidence-based consultant to management on Human Resource related issues, including but not limited to employee relations, labor relations, performance management, training, policy application, organizational development, workforce planning, ADA interactive process and compensation.

The Sr HRBP has responsibility for larger sized facilities and/or multiple locations/facilities that are higher in complexity and scope. The Sr HRBP will conduct assessments and anticipate HR-related needs within their respective client groups making recommendations and developing plans including goals and priorities. The Sr HRBP will proactively communicate needs to the HR department, colleagues within the Centers of Expertise (CoE) and management.

The Sr HRBP seeks to develop integrated solutions and is a change agent and champion for new HR initiatives and programs. The Sr HRBP formulates partnerships across the HR team and CoE to deliver value added service to management and employees that reflect the strategic business objectives of CommonSpirit Health. The Sr HRBP may serve as a mentor to HR Assistant(s), HR Coordinator(s) and HRBP(s) staff.Responsibilities1.

Strategic Alignment - Partner with clients to understand and assess business direction based on the local Market & CommonSpirit Healths Strategic Plan. Create specific business plans in support of HR-related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with leadership to regularly interpret results and progress of HR related goals.

Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans. Employee Relations Partner with and serve as a resource to employees, management and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage and facilitate the equitable resolution of job-related complaints and concerns.

Labor Relations - Provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process. Performance and Leadership Coaching - Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members.

Provides guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focus on development, collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.

Culture Integrate culture standards consistent with the CommonSpirit Healths mission, vision and values into business unit/facility/market/division practices and processes to ensure all employees experience and engage in supporting the desired work culture. Understands and promulgates approaches that lead to a positive, desired work culture . Applies results of culture diagnostic tools, e.g., My Culture to help craft appropriate plans for addressing culture development needs identified in the business unit/facilities/markets/divisions served.

Centers of Expertise (CoE) Utilization: Collaborates with CoEs to support the accomplishment of business goals, objectives, and outcomes:2. Identifies business unit/facility/service line needs to CoE partners for program and resource solutions that support effective people management and operational performance.3. Assists CoE with the implementation of programs/initiatives to increase awareness and understanding by employees and leaders.4.

Works with CoE partners to develop, implement, and improve processes for engagement and communication between the CoE and Business Partners that ensure the effective utilization of the CoEs on an ongoing basis.**Core Competencies****Functional Competencies** **Accountability Creates a culture of accountability** and expectations of excellence for themselves and others. Ensures timely feedback is provided regarding team and individual progress on projects/goals. Takes responsibility for decisions that impact performance and outcomes.

Consistently follows through on commitments and delivers on promises. Change Leadership Takes personal ownership and is a champion for leading change within the organization. Creates the business case, obtains sponsorship, removes barriers and enlists resources to achieve established goals.

Trusted Advisor Demonstrates a deep trust and respect for others, maintains confidentiality . Ensures decisions are ethical and align with our mission, vision and values. Serves as a trusted advisor to leadership and staff. Coaching & Developing Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members.Provides direct honest feedback, even when difficult.

Employment & Labor Law - Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees. Maintains current knowledge of relevant State and Federal laws, legal rulings and regulations. Consults counsel from our legal partners when necessary.

Business Acumen - Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/market/division being served.Uses analytics to become an evidence based strategic business partner. Flexibility Flexible and adaptable to the changing needs of the regulatory environment, organization, and business needs/requirements.QualificationsBachelors Degree and minimum of 3 years HR or leadership experience OR minimum of 5 years HR or leadership experience in the discipline OR Masters Degree (With relevant experience; equivalent education and/or experience; experience through certifications.) HR experience should encompass generalist experience involving a high level of complexity and score or at least 2 or more areas of specialty involving a high level of complexity and scope, e.g., compensation, benefits, employee/labor relations, talent acquisition, etc.Preferred: PHR, SPHR, SHRM-CP or SHRM-SCP#LI-CHIEqual OpportunityCommonSpirit Health is an Equal Opportunity/Affirmative Action employer committed toa diverse and inclusive workforce. All qualified applicants will be considered foremployment without regard to race, color, religion, sex, sexual orientation, genderidentity, national origin, age, disability, marital status, parental status,ancestry, veteran status, genetic information, or any other characteristic protectedby law.

For more information about your EEO rights as an applicant,pleaseclick here. (https://tbcdn.talentbrew.com/company/35300/img/v1_0/EEOLawPoster.pdf)CommonSpirit Health will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractors legal duty to furnish information.

41 CFR 60-1.35(c).External hires must pass a post-offer, pre-employment background check/drug screen. Qualified applicants with an arrest and/or conviction will be considered for employment in a manner consistent with federal and state laws, as well as applicable local ordinances, ban the box laws, including but not limited to the San Francisco and Los Angeles Fair Chance Ordinances.If you need a reasonable accommodation for any part of the employment process, please contact us by telephone at (415) 438-5575 and let us know the nature of your request. We will only respond to messages left that involve a request for a reasonable accommodation in the application process.

We will accommodate the needs of any qualified candidate who requests a reasonable accommodation under the Americans ...