JOB SUMMARY

The Human Resources (HR) Business Partner 2 serves in a consultative role to executives and all leadership levels to develop and implement HR strategies that support business objectives designed to enhance organization effectiveness. This position promotes employee engagements through timely and comprehensive employee relations investigations and conflict resolution.

ESSENTIAL FUNCTIONS OF THE ROLE

Drives business unit strategy back to HR in an effort to build a strong alliance and partnership with leaders using a variety of communications and influencing skills.

Examines existing processes and suggests improvements in a collaborative way. Works cooperatively with others to produce innovative solutions within the scope of influence and established guidelines.

Analyzes, influences and drives positive change relating to retention, engagement, performance and other related data trends to support decisions and to make recommendations for actions in support of organizational change initiatives and goal achievement. Challenges status quo to overcome organizational and systemic barriers and pushes for positive change. Involves others in processes and decisions to ensure their support.

Assists employees, coworkers and managers in developing a clearer understanding of what they will need to do differently as a result of changes in the organization. Redirects general inquiries and issues to the designated resource to support business decisions. Provides direction and focus during ambiguous or chaotic circumstances. Consults with leaders in a clear and confident manner.

Partners with leaders to address a variety of organizational challenges through the use of foundational organizational development tools.

Collaborates and partners with managers and recruitment team on staffing issues. Partners with local facility leadership and Centers of Excellence to formulate solutions to local staffing and retention issues via the associated activities. Monitors local recruiting activities, as well as provides constructive feedback to the centralized recruiting and retention team to promote optimal staffing levels and employee retention.

Advises managers on legal risk implications of high level HR decisions (for example, staffing, separation and workforce realignments). Partners with other HR colleagues, leaders and Legal to implement training or other interventions that will assist in eliminating or reducing problems encountered during an investigation

KEY SUCCESS FACTORS

Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) certification preferred.

Strong interpersonal skills with the ability to communicate thoughts clearly; both verbally and in writing.

Understanding of HR laws and regulations.

Ability to establish and maintain effective professional relationships across organizational lines.

Ability to provide consistently excellent customer service with empathy, patience and confidence.

Able to balance multiple demands and respond to time constraints.

Ability to research, analyze and disseminate information.

General computer skills including, but not limited to, using required software applications, data entry, information security, electronic medical documentation, hand held scanning and email.

BENEFITS

Our competitive benefits package includes the following
- Immediate eligibility for health and welfare benefits
- 401(k) savings plan with dollar-for-dollar match up to 5%
- Tuition Reimbursement
- PTO accrual beginning Day 1
Note: Benefits may vary based upon position type and/or level

QUALIFICATIONS

- EDUCATION - Bachelor's or 4 years of work experience above the minimum qualification

- EXPERIENCE - 5 Years of Experience