Human Resources Business Partner

Job Overview

Overview

The Human Resources Business Partner (HRBP) is responsible for providing comprehensive human resource needs and initiatives in the areas of organizational development, employee/labor relations, talent management/training, performance management, leadership development, and employee engagement for assigned areas. This role supports the organization in achieving operational targets by developing, promoting, implementing, managing, and maintaining effective HR policies, programs, procedures and practices, while striving towards maintaining a positive work climate and providing day-to-day leadership and guidance.

Why UnityPoint Health?

• Culture
  At UnityPoint Health, you matter. Come for a fulfilling career and experience a culture guided by uncompromising values and unwavering belief in doing what's right for the people we serve.
• Benefits
  Our competitive Total Rewards program offers benefits options like 401K match, paid time off and education assistance that align with your needs and priorities, no matter what life stage youre in.
• Diversity, Equity and Inclusion Commitment
  Were committed to ensuring you have a voice that is heard regardless of role, race, gender, religion, or sexual orientation.
• Development
  We believe equipping you with support and development opportunities is an essential part of delivering a remarkable employment experience.
• Community Involvement
  Be an essential part of our core purpose - to improve the health of the people and communities we serve.

 

    Hear more from our team members about why UnityPoint Health is a great place to work at https://dayinthelife.unitypoint.org.

Responsibilities

Essential Functions/Responsibilities:

Essential functions are the duties and responsibilities that are essential to the position (not a task list).  Do not include if less than 5% of work time is spent on this duty.  Be specific without giving explicit instructions on how to perform the task.  Do not include duties that are to be performed in the future.  Duties should be action oriented and avoid vague or general statements. 

% of Time

(annually)

HR Business Development

·         Partner with and consult all levels of management to advise on and assist in implementing people strategies. (i.e. organizational performance, performance management, culture and change management, coaching, talent assessment, organizational design, organizational effectiveness, performance management, implementing people strategies, leadership development, etc.)

·         Analyze trends and metrics, in partnership with assigned area(s)/unit(s) management, to develop solutions, programs and/or policies that translate into employee engagement initiatives and/or actions.

·         In conjunction with appropriate stake holders identify key business objectives and develop strategies to increase organizational effectiveness as the organizational needs change.

·         Implement human resources strategies across the organization.

·         Provide counsel to management in aligning human resources short and long term objectives with business objectives.

·         Provide organizational and employee development expertise to management by assessing organizational needs, diagnosis and implementation of interventions, development of strategic plans and change management.

·         Provide leadership coaching to management and employees on organizational and change management.

·         Manage organizational change. Develop and implement workforce plans. Devise strategies to shape the workforce.

·         Serve as a member of the management/leadership team to provide HR input on business decisions.

·         Partner with and consult all levels of management to advise on and assist in implementing people strategies.  E.g. joint ventures, new program development, workforce restructures, etc.

·         Evaluate and recommend changes to policies, procedures and services based on trends and business needs.

·         Provides leadership and work guidance to other HR professionals.

·         Actively partner with management to execute HR and talent management processes to develop and retain high quality talent, including leadership development.

·         Drive engagement focus with managers for positive business performance and achievement.

·         Recommend changes in management policy/practice that may result from an analysis of the circumstances of a grievance/issue resolution process.

·         Coach business leaders on leadership behaviors and practices, employee communication, development and performance management strategies and tactics to promote engagement and a culture of continuous growth and development.

·         Lead, participate-in and/or support special projects.

·         Conduct risk assessments on new and/or developing legal/regulatory requirements, and on current and developing business initiatives, practices, or strategies.

·         Analyze the impact of the collective bargaining agreements on organizational initiatives and objectives and recommend strategies that achieve organizational objectives within contractual and legal parameters.

 

 35%

Employee/Labor Relations

·         Manage employee/labor relations issues such as employee/labor complaints, harassment allegations, work/performance issues, and grievances while managing risk and ensuring legal compliance.

·         Coordinate with the appropriate stake holders to consistently administer policies and practices across the organization.

·         Assist groups and teams to identify and resolve problem issues, coaching managers on employee performance issues, and providing consistent interpretation and application of personnel policies, union contracts, statutory regulations and laws.

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

·         Coach management to become effective in employee/labor relations, performance management, conduct, employee engagement, professional development and employee development.

·         Provide day-to-day policy, contractual and regulatory guidance and interpretations to employees and management on HR topics that may include, but are not limited to: compensation, job postings, transfers, compensation methodology, FML/WFML, STMD, hiring practices, career advancement, tuition assistance, insurance options, training opportunities, etc.

·         Manage and resolve complex employee/labor relations issues.

·         Conduct and assist managers in conducting effective, thorough, complete and objective investigations.

·         Drive performance excellence, ensuring that goal-setting, follow-up and corrective actions are taken in a timely manner.

·         Formulate partnerships with management and employees that reflect the business objectives of the organization.

·         Advise management on employee discipline and performance problems.

·         Conduct grievance and issue resolution meetings.

·         Represent the organization, in conjunction with legal counsel, at proceedings and/or hearings; such as arbitrations, EEOC, or ERD hearings.

·         Review and provide advice regarding discipline, particularly potential terminations.

·         Maintain a positive and working relationship with managers, employees, the union and the community.

·         Responsible for the administration of collective bargaining agreements.

·         Provide technical consultation to managers implementing a Performance Improvement Plan or other performance issues.

• Advise management on the interpretation and administration of provisions of collective bargaining agreement(s). Ensure compliance with the organizational collective bargaining philosophy.

 

35%

Training and Development

·         Participates in New Manager Orientation.

·         Provides input for yearly performance reviews.

·         Identify, recommend and develop training opportunities for staff and leaders.

·         Assists with recommendations for training and development options.

·         Provide management development training in employee/labor relations matters.

·         Train managers and human resources personnel in grievance/discipline handling, contract administration, new provisions of collective bargaining agreements, and new policy initiatives.

 

 10%

Collective Bargaining

u2022     Advise and work with management to identify contract language changes that support organizational needs and objectives.

u2022     Gather and analyze demographic, compensation and other necessary data in preparation for contract negotiations.

u2022     Recommend and prepare contract language and financial proposals.

u2022     Serve as an integral member of the bargaining team during negotiations.

u2022     Participate-in and/or support strike/job action planning efforts.

10%

Basic UPH Performance Criteria         

·         Demonstrates the UnityPoint Health Values and Standards of Behaviors as well as adheres to policies and procedures and safety guidelines.

·         Demonstrates ability to meet business needs of department with regular, reliable attendance.

·         Employee maintains current licenses and/or certifications required for the position.

·         Practices and reflects knowledge of HIPAA, TJC, DNV, OSHA and other federal/state regulatory agencies guiding healthcare.

·         Completes all annual education and competency requirements within the calendar year.

·         Is knowledgeable of hospital and department compliance requirements for federally funded healthcare programs (e.g. Medicare and Medicaid) regarding fraud, waste and abuse.  Brings any questions or concerns regarding compliance to the immediate attention of hospital administrative staff.  Takes appropriate action on concerns reported by department staff related to compliance.

 

10%

Disclaimer: This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that required of the employee.  Other duties, responsibilities and activities may change or be assigned at any time with or without notice.

Demonstration of UPH Values and Standards of Behaviors

Consistently demonstrates UnityPoint Healths values in the performance of job duties and responsibilities

Foster Unity:

·         Leverage the skills and abilities of each person to enable great teams.

·         Collaborate across departments, facilities, business units and regions.

·         Seek to understand and are open to diverse thoughts and perspectives.

Own The Moment: 

·         Connect with each person treating them with courtesy, compassion, empathy and respect

·         Enthusiastically engage in our work.

·         Accountable for our individual actions and our team performance.

·         Responsible for solving problems regardless of the origin.

Champion Excellence:

·         Commit to the best outcomes and highest quality.

·         Have a relentless focus on exceeding expectations.

·         Believe in sharing our results, learning from our mistakes and celebrating our successes.

Seize Opportunities:

·         Embrace and promote innovation and transformation.

·         Create partnerships that improve care delivery in our communities.

·         Have the courage to challenge the status quo.

Qualifications

• Minimum Requirements

  Identify items that are minimally required to perform the essential functions of this position.

  Preferred or Specialized

  Not required to perform the essential functions of the position.

  Education:

   

   

  Bachelors Degree in Human Resources, Business Administration, Management, or related field

  Masters Degree in Human Resources, Business Administration/Management, or related field

  Experience:

  5+ years of combined experience in multiple HR functional areas and/or ER/LR experience

  5+ years of experience in HR with an emphasis in the healthcare field.

  3+ years of experience in a union environment with an emphasis in a healthcare setting.

  Project management experience.

  Training and development experience.

  Compensation and benefits experience.

  License(s)/Certification(s):

  Valid drivers license when driving any vehicle for work-related reasons.

  PHR/SPHR certification

  Knowledge/Skills/Abilities:

  Ability to effectively envision, develop, and implement new strategies to address complex business issues

  Strong business acumen and proven ability to integrate HR and business strategies

  Ability to prioritize, multi-task, manage competing priorities and meet deadlines

  Ability to quickly build strong working relationships with a variety of people

  Working knowledge of Federal, State and local laws/regulations relating to human resources fields

  Experience with EEO and ERD investigations and complaints

  Knowledge of legal implications as it relates to human resources fields

  Effective communication skills, both verbally and in writing

  Knowledge of HRIS systems

  Strong negotiation skills

  Ability to work collaboratively across the organization

  Strong organizational and time management skills

  Strong conflict management skills

  Demonstrated superior customer-oriented skills

  Ability to work both independently and as part of a team

  Ability to facilitate change management

  Ability to follow and comply with all policies, procedures, rules, regulations, and standards

  Ability to effectively work with others in order to accomplish objectives

  Ability to analyze complex situations and recommend effective solutions

  Knowledge of grievance/issue resolution processes

  Contract interpretation skills

  Intermediate proficiency in Microsoft Office Suite

   

  Other:

   

   

   

  Use of usual and customary equipment used to perform essential functions of the position.