People Leader HR Partner (Float)

Job Description

This role will serve as a float, going where the need is for a specific outlined timeframe.

Guides employee support, leadership development, accountability, and achievement of overall goals. Fosters relationships with department leadership and provides counsel and guidance on issues relevant to employee and department goals and objectives; ensures site compliance with Joint Commission; guides and supports efforts to increase employee and patient satisfaction, as well as the overall strength of the workplace; constructively interacts with union representation and employees regarding employee and labor relations. Will float to different sites within the Eastern Region, with potential to move to another region in the future.

Job Responsibility

1.Guides operational projects and initiates value-added projects to increase employee engagement and patient satisfaction; serves as key participant in creating, planning, and implementing strategic initiatives with accountability for the effectiveness of programs and processes.
2.Works with business groups to assess, create and implement innovative solutions for a variety or employee engagement initiatives.
3.Partners with business leaders to help strengthen the overall work environment and to ensure decisions affecting employees are based on data in alignment with our strategic goals; develops strong relationships at all levels to facilitate attainment of goals.
4.Provides generalist support with limited direction from HR leadership; implements, interprets, communicates and, where appropriate, recommends HR policies and procedures for implementation.
5.Provides consultation and coaching to department heads regarding HR and business issues from a strategic standpoint to include coaching on effectively leading their teams, navigating and resolving employee relations issues and managing talent development programs; makes recommendations to meet department needs and mitigate any potential risk.
6.Serves as a key change leader and champion of organization and facility culture and values.
7.Reviews and analyzes business metrics including data on retention, employee experience, and etc. to develop strategy to improve the system/process.
8.Gathers data from HR systems and develop insights and custom data analysis.
9.Collaborates with HR colleagues to ensure the delivery of high quality HR services to the business; partners with Corporate and Shared Services to drive people development and results oriented performance; guides the investigations of employee grievances, claims of violations of facility policies and procedures and works with department heads to take appropriate actions.
10.Prepares documentation for and participates in contract negotiations and arbitration hearings, as needed; monitors implementation of policies and ensures compliance with terms of collective bargaining agreements; advises managers in interpreting collective bargaining agreements and policies and mediates between employees and union representatives, identifying legal issues.
11.Operates under limited guidance and work assignments involve moderately complex to complex issues where the analysis of situations or data requires in-depth evaluation of variable factors.
12.Performs related duties as required. All responsibilities noted here are considered essential functions of the job under the Americans with Disabilities Act. Duties not mentioned here, but considered related are not essential functions.

Job Qualification

*Bachelor's Degree required, or equivalent combination of education and related experience.
*3-5 years of relevant experience, required.

Preferred skills:

• Prior HR Business Partner experience, preferred.
• Microsoft Excel, Outlook, PowerPoint experience, preferred.

*Additional Salary Detail
The salary range and/or hourly rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future.When determining a team member's base salary and/or rate, several factors may be considered as applicable (e.g., location, specialty, service line, years of relevant experience, education, credentials, negotiated contracts, budget and internal equity).