The Human Resources Business Partner (HRBP) builds relationships with designated departments and programs to enhance workforce performance by supporting organizational and employee development through a variety of Human Resources (HR) functions, including: strategizing on employee engagement initiatives, consulting on performance management strategies, developing and leading organizational training and development initiatives, and interpreting and writing HR policies. Additionally, the HRBP advises departments on a variety of employee relations issues, mediates conflict, and conducts internal investigations. The HRBP focuses on process improvement and is responsible for aligning business objectives with employees and management in designated departments and programs. The position works collaboratively with all other HR teams such as compensation, talent acquisition, compliance, benefits, and Human Resources Information Systems (HRIS) to deliver value-added service to management and employees that reflects the business objectives of the Institute.

1. Interprets and provides guidance to employees and management regarding HR policies and procedures, laws, accreditation standards, and government regulations.
2. Provides day-to-day performance management consultation to management (e.g., coaching, counseling, career development, disciplinary actions). Is present at employee termination meetings.
3. Works closely with management and employees to improve employee engagement, work relationships, build morale, and increase productivity and retention.
4. Manages and resolves complex employee relations issues. Conducts effective, thorough, well-documented, and objective investigations. Mediates interpersonal issues between employees with a focus on resolving disputes amicably. Partners with legal counsel as needed/required.
5. Provides HR guidance and input on departmental restructures, workforce planning, and succession planning.
6. Designs, implements, evaluates, and continually improves Institute leadership and employee training and development programs to ensure success. Makes suggestions for new topics, course revisions, and third-party training initiatives. Follows up to ensure training objectives are met.
7. Reviews and recommends revisions to existing policies, standard operating procedures, and the Employee Handbook.
8. In collaboration with other HR teams, designs and administers employee surveys and analyzes metrics. Identifies trends, shares feedback with department leaders, and assesses opportunities for organizational interventions (e.g., training, team building, individual coaching needs, policies, or changes to benefits and compensation practices) aligned with departmental and Institute objectives.
9. Presents to the group, and provides support as needed, during New Employee Orientation.
10. Represents the Institute at unemployment hearings as needed.

• PHR/SPHR or SHRM-CP/SHRM-SCP certification is required.
• Certification in mediation strategies preferred.

• Bachelor’s degree required, preferably in Human Resources, Business Administration, or related field.
• Master’s degree in related field preferred.

• Minimum of four years of experience as a Human Resources Generalist or Business Partner is required.
• Experience in a healthcare setting is preferred.