Director HR Business Partner Heath Systems and PLS - Quest Diagnostics

In this hybrid role, based in Secaucus, NJ, the candidate will serve as consultative HR business partner to VP & GM of Health Systems and his team, an over $1B business poised for future growth. Scope includes regional and esoteric hospital reference laboratory services as well as the Professional Lab Services (PLS) offering. The HRBP will build and execute a people & talent agenda that supports the business vision to accelerate growth in hospital laboratory revenues while streamlining operations to deliver a consistent and superior customer experience for hospitals. She/he will assess and optimize our ability to attract, retain and develop talent while advancing employee engagement strategies and building a culture that maximizes employees’ full potential in an inclusive environment. She/he will provide direct consultation and partnership to the GM’s direct organization and provide vision and influential leadership to field HRBPs aligned to hospitals. The HRBP will bring the full suite of HR capabilities and services to the business by leading across HR Centers of Excellence and collaborating across regional HR colleagues to deliver solutions.

The HRBP will also be highly involved in Professional Lab Services deals from due diligence and planning to people integration and follow through with the aim of continuously improving our employee experience through effective HR process and strong culture integration plans.

In addition to HRBP responsibilities, this role oversees the Regional HR Enablement function.  The HR Enablement function is a central organization of dedicated HR resources providing support to HRBPs.  The team is responsible for enhancing Manager/Supervisor effectiveness through accessibility, creating standardization and efficiency of HR practices, creating better accountability for performance, talent management and engagement.

Key Accountabilities

Business Driver

• Develop strategic people plan for business
• Design solutions and initiatives
• Enable business growth and results for customers
• Derive insights from both workforce analytics and pulsing employees
• Coach, counsel and advise leaders

Change Catalyst

• Identify and adapt to changes in external and internal dynamics
• Translate the business agenda into a change plan
• Design and develop effective organizations and teams
• Communicate key changes

Talent Architect

• Drive high performance
• Deliver compensation planning
• Assess talent and build succession plans
• Hire the best talent
• Drive talent decisions and workforce plans
• Enable development and career planning for key talent

Culture Curator

• Advocate for employees
• Drive employee engagement outcomes based on insights
• Conduct sensitive investigations and reeducation where necessary
• Mitigate labor risk
• Enable diversity and inclusion
• Drive recognition and appreciation
• Represent company policies with integrity

People Management & HR Development

• Responsible for leading, coaching and developing a team of 9, including 1 Senior HR Business Partner and 5 HR Enablement Partners in support of overall Human Resources and business strategy

Candidate should possess knowledge, skills and experience usually obtained through:

• BA/BS in HR or related field; Master’s degree strongly preferred (MBA, MA in Organizational Development, HR or related field)
• SPHR certification preferred
• Proficiency in MS Office products
• Highly effective leadership and strategic influencing skills
• Ability to work effectively at multiple levels of the organization from front line to senior management
• 15 years Human Resources experience, including a demonstrated track record of success in an HRBP capacity
• Ability to travel 20 - 30% within U.S.

Core Competencies

General Competencies

• Business acumen
• Strategic thinking
• Organizational savvy and influencing
• Critical thinking and predictive insights
• Drive for results

HR Competencies

• Change management
• Coaching
• Talent strategy and development
• Organizational assessment and design
• Positive employee relations
• Performance management
• Total rewards

Equal Opportunity Employer: Race/Color/Sex/Sexual Orientation/Gender Identity/Religion/National Origin/Disability/Vets