Director, HRBP

Department Overview

The Director, Human Resources Business Partner serves as a trusted and collaborative advisor, providing a proactive, practical, and valued HR perspective in partnership with Mission leadership. The Director, HRBP serves as the strategic partner to a designated line of business ensuring alignment in support of attracting, motivating, and retaining top talent. This individual possesses strong skills in building relationships, diagnosing issues, advising, influencing, and guiding all levels of management on the HR implications of business decisions related to aspects of people management and leadership.

The Director, HRBP drives and deploys programs and strategies for local talent management, development, compensation, performance management, and workplace rights that facilitate change and optimize the contribution and engagement level of employees. The Director, HRBP will utilize experience and analytics for evaluation of the effectiveness and efficiencies of HR programs and processes, while making recommendations for strategic changes. The Director, HR Business Partner is responsible for the efficient and effective delivery of HR services to the organization by providing an innovative approach to organizational challenges and the ability to translate strategy into operating results.

Function/Duties of Position

• In partnership with executive leadership, diagnoses, translates, and defines current and future business needs into an overall integrated strategic HR plan for the mission aligned with long-term strategic initiatives of the organization. Focuses on strategic issues that contribute to the growth and competitiveness of the mission aligned to the organization’s strategic priorities.

• Leverages COE and shared services partnerships to address facility issues. Drives strategic initiatives and objectives as a proactive and valued member of executive leadership team, adjusting strategy to respond to changing needs.

• Responsible for mission HR oversight and, where applicable, serves as executive sponsor of local talent strategies and execution as determined by the HR strategic and operational plans and contributes to functional and cross-functional initiatives. 

• Provides expert advice, influencing business decisions impacting and related to all aspects of people management and leadership. Serves as a consultant, most frequently on issues related to strategy execution and change, talent management, employee engagement, and performance management by understanding the key drivers of the business and how effective human capital management strategies can assist with achieving organizational goals.

• Workforce Planning & Org Design Responsible for planning and approval of labor demand model, workforce, and strategic planning. Oversees reorganization efforts, including partnering with employee relations to execute transition plans associated with reduction in workforce, outsourcing, and regionalization initiatives.

• Talent Acquisition & Onboarding Monitors internal metrics and external market developments to diagnose sources of current and potential retention challenges. Diagnoses critical talent needs and gaps throughout the facility, partners with COE talent management, and leads in development of strategies to address talent needs at a local level. Sets strategic objectives for new hire experience components to include, but not limited to, selection, onboarding, new hire orientations.

• Partners with Talent Management and executive leadership in the development of organizational development solutions. Assess organizational capabilities by identifying competency and talent gaps, ensuring development of human capital resources, and performing talent assessments and succession planning aligned with current and future performance standards and organizational goals. Serves as a strategic partner concerning escalated employee relations issues. 

• Partners with COE regarding organization compensation strategies and leads local compensation strategies as appropriate. Facilitates annual compensation decisions, administration and accompanying guidelines.

• Develop and champion employee wellness programs aligned to organizational mission and in support of business objectives.

• Maintains knowledge of progressive HR practices and key trends in talent. Ensures compliance measures are maintained for all regulatory and legal requirements.

• Serves as a champion for the HR operating model and serves as the primary liaison between the mission leadership and COE to ensure that services and solutions are driving business objectives and aligned with facility needs. Serve as a trusted partner, initiating and maintaining effective communication with facility leaders, HR Shared Services, and Centers of Expertise. Identifies new opportunities for HR to add value to the business.

Required Qualifications

Education:

• Bachelor’s degree in HR, business, or related field or equivalent experience.

Experience:

• 6 years of HRBP experience, including 3 years of leadership experience; OR 3 years progressive leadership experience leading teams and programs.
• Prior management experience growing teams.

Job Related Knowledge, Skills and Abilities:

• Demonstrated experience and a passion for strong collaboration with others (People team COEs, cross-functional partners, HRBP peers, etc.).
• Ability to add value through change management; help pivot the culture and improve overall effectiveness of the business and teams.
• Resilient in building relationships with the business executives, exerting pressure when pressure may be needed, but also choosing their priorities carefully.
• Comfortable in ambiguity and can pull relevant components out of complex situations to connect the dots and make sound decisions - you know when to ask for help.

Preferred Qualifications

Experience:

• Academic healthcare industry experience is helpful but is not required.

Registrations, Certifications and/or Licenses:

• Society for Human Resources Management Certified Professional (SHRM-CP), or Professional in Human Resources (PHR), or Certified Human Resources Business Partner (HRBP).