HR Business Partner

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ESSENTIAL DUTIES AND RESPONSIBILITIES

• Collaborates with leadership, as a primary customer group, to develop and implement programs/initiatives that build accountability, emotional intelligence, team member engagement, and otherwise supports the organization’s success.
• Conducts ongoing supply and demand analysis for the businesses they support, which includes partnering with leadership on current and future staffing needs, creating and executing comprehensive people strategies that produce sustainable, measurable results and skill needs and partnering with Talent Acquisition and the customer to develop strategies to meet those needs while supporting culture and engagement initiatives.
• Builds strong relationships with, and provides trusted advice, to their group of leadership customers.
• Monitors key workforce metrics such as turnover rate, engagement results, performance evaluations, and similar data to identify “early warning signs”.
• Provides day-to-day talent management guidance to leadership (e.g. coaching, counseling, career development, disciplinary actions, performance improvement, appraisals, etc.)
• Identifies and manages talent risks to the specific areas they support in addition to partnering with OD to complete talent reviews and overall talent management strategy.
• Knowledgeable of employment regulations and laws at the local, state and federal level. Partners with business leaders, compliance and other appropriate experts to ensure employment-law risks are managed appropriately.
• Ensures regulatory compliance with legal requirements pertinent to day-to-day management, reducing legal risks.
• Acts as a change agent to the businesses through process design, business approach, supporting change and transformation, as well as cascading information effectively throughout their client groups.
• Participates in HR cross-functional projects as appropriate. Implements standardized HR processes with customer groups.
• Assesses and anticipates HR related needs.
• Provides input on workforce and succession planning and works with leadership on any proposed business restructuring.

education AND/OR experience

Bachelor’s degree required; Master’s degree preferred

3+ years of experience as Generalist, Business Partner, or related position with customer-facing, high degree of problem-solving responsibilities required.

Experience in the healthcare industry and leadership experience preferred.

CERTIFICATION/LICENSURE

Professional in Human Resources (PHR/SPHR) or other Human Resource certification preferred.

OTHER SKILLS AND ABILITIES

• Proficient business literacy (e.g., balance sheets, budgets, profit/loss statements and related technology)
• Business, finance and operational leadership acumen
• Awareness of healthcare trends, impact to current business state and future business state considerations Excellent consultative mindset with an ability to build strong relationships with both operational customer groups as well as other areas of HR expertise.
• Broad experience and specific knowledge of human resource concepts, including workforce management, performance appraisal systems, and building culture of engagement
• Strategic reasoning and thinking and the use of data go guide work and drive business decisions. Must be comfortable challenging convention.
• Strong EQ with an ability to effectively influence others and manage conflict
• Strong analytic thinking and ability to translate data into pragmatic plans that inform business decisions.
• Strong organizational skills including the ability to prioritize, handle multiple projects simultaneously and meet deadlines.
• Productive and effective working in ambiguous, drivers and team environments.
• Proven presentation skills and customer management skills.
• Superior interpersonal, written and verbal communication skills; high problem solving skills.
• Ability to maintain a high degree of confidentiality and to deal discretely with confidential information.
• Willingness to travel within the designated service areas with a high degree of accountability.

LEVEL OF SUPERVISION

Assignments are normally received in the form of results expected and due dates. Only general procedures are available to guide work.

SUPERVISES

This job has no supervisory responsibilities.

PAY RANGE:

$67,540.03 – $101,310.05

Mercyhealth is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identify, national origin, disability, or protected veteran status.

Mercyhealth offers competitive pay and a comprehensive benefits package including:

• Medical, Dental, Vision

• Life & Disability Insurance

• FSA/HSA Options

• Generous, accruing paid time off

• Paid Parental and caregiver leave

• Career advancement and educational opportunities

• Tuition and certification reimbursement

• Certification Reimbursement

• Well-being Programs

• Employee Discounts

• On-Demand Pay

• Financial Education

• Annual recognition/awards events

• Partner appreciation days

• Family entertainment/attractions discount

• Community service/improvement opportunities

Click here for more details regarding Mercyhealth Careers Benefit Information.

At Mercyhealth, we don’t simply hire people, we empower employee-partners who are passionate about making lives better. As an integrated health system, we deliver exceptional, coordinated across seven hospitals, 85 primary and specialty clinics, and a team of over 7,500 professionals serving northern Illinois and southern Wisconsin.

Mercyhealth has been nationally recognized for our commitment to our people and culture, including:

• #1 in the nation on AARP’s Best Employers for Workers Over 50

• One of Working Mother magazine’s 100 Best Companies for Working Mothers

• A Top 50 Company and Top 10 Nonprofit for Executive Women

EOE&AA/M/F/Vet/Disabled. Mercy is an equal employment opportunity employer functioning under Affirmative Action Plans.

 

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