Manager, HR Business Partner - Eastern Connecticut Health Network

POSITION SUMMARY:

Responsible for overseeing business partner activities ensuring all programs, policies, and procedures adopted stay aligned with the organization’s values. This role will collaborate with individuals across all levels of the hospital while acting as a guide through the execution of appropriate HR strategies. Role formulates partnerships across the HR function to deliver value-added services to management and employees which positively impact organizational and department objectives.

The position serves as a coach and consultant to management on human resource-related issues while maintaining a full perspective of the organization at all times placing emphasis on employee relations, policies, and people management. The role assesses and anticipates HR-related needs, communicating needs proactively to develop integrated solutions while acting as an employee champion and change agent.

Is responsible for evaluating departmental performance encouraging performance improvement where possible. Role is highly collaborative in developing and executing a lifecycle approach to people management while leveraging workforce insights and analytics implementing best practices and compliance.

EDUCATION/CERTIFICATION:

• Master’s Degree or an applicable equivalent amount of experience.


• PHR/SPHR or SHRM-CP or SHRM-SCP preferred.


• 5-7 years of HRBP experience with a proven and successful ability to build, lead, and integrate effective and lasting people management programs with awareness on key organizational issues to present relevant solutions.


• Has a working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.


• Three years experience in union relations minimum.


• Experience in leading teams and/or project lead experience is required.


• Clear and collaborative written and verbal communication is required.


• Experience in leveraging data and metrics to draw insights to guide informed decision making is considered crucial.


• Must have access to reliable transportation to travel between multiple work sites; and travel is required in order to perform essential duties.

COMPETENCIES:

• Business Acumen


• Verbal and Written Communication


• Consultation


• Ethical Practice


• HR Expertise


• Labor Relations


• Conflict Management


• Relationship Management


• Technical Experience using Microsoft Office Products and related HR Systems

ESSENTIAL DUTIES and RESPONSIBILITIES:

Disclaimer: Job descriptions are not intended, nor should they be construed to be exhaustive lists of all responsibilities, skills, efforts or working conditions associated with the job. They are intended to be accurate reflections of the principal duties and responsibilities of this position. These responsibilities and competencies listed below may change from time to time.

1. Provides oversight and direction to HR Business Partners to ensure alignment with HR practices and company goals.


2. Conducts regular meetings with respective business units.


3. Consults with line management, on interpretation and implementation of policies & procedures and collective bargaining agreements.


4. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.


5. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.


6. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.


7. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, corrective action).


8. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.


9. Provides guidance and input on business unit restructures, workforce planning and succession planning.


10. Identifies training needs for business units and individual executive coaching needs.


11. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.


12. Develops, implements, and evaluates employee developmental and educational programs.


13. Provides data, metric reports, and analysis to leadership regarding employee trends.