Senior Business Partner
: Job Details :

Overview:

The Senior Business Partner serves as a consultant to leadership on human resources-related issues. The position is responsible for providing leadership advice on strategic human capital and organizational challenges by offering people-related solutions. The Senior Business Partner must be deeply connected to each functional business areas goals and initiatives that have impact across the system. The Senior Business Partner performs HR-related duties at a high level while supporting multiple distinct operational functions. The Senior Business Partner carries out responsibilities by partnering with HR Functional area subject-matter experts in areas such as: talent acquisition, learning and development, compensation, and benefits. The Senior Business Partner leverages new and existing data to drive change and demonstrate strong linkages between the HR measurements/metrics and their alignment with system and operational goals. The Senior Business Partner plans, designs, makes recommendations and may implement programs and initiatives to assist the leadership they advise in partnership towards the achievement of these operational goals.

Responsibilities:

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Acts as an advisor and/or team lead to other Business Partners.

• Leads and/or assists with special projects and human resource initiatives.

• 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 organizations success. Senior Business Partners may be asked to manage more senior-level leaders or leaders with higher-level needs.

• 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.

• Ensures regulatory compliance with legal requirements pertinent to day-to-day management, reducing legal risks.

• 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.

• 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. Identifies opportunities for improvement; plan, lead, and manage projects that significantly grow capacity, efficiency and effectiveness of the HR function.

• Provides input on workforce and succession planning and works with leadership on any proposed business restructuring.

CULTURE OF EXCELLENCE BEHAVIOR EXPECTATIONS

To perform the job successfully, an individual should demonstrate the following behavior expectations:

Quality - Follows policies and procedures; adapts to and manages changes in the environment; Demonstrates accuracy and thoroughness giving attention to details; Looks for ways to improve and promote quality; Applies feedback to improve performance; Manages time and prioritizes effectively to achieve organizational goals.

Service - Responds promptly to requests for service and assistance; Follows the Mercyhealth Critical Moments of service; Meets commitments; Abides by MH confidentiality and security agreement; Shows respect and sensitivity for cultural differences; and effectively communicates information to partners; Thinks system wide regarding processes and functions.

Partnering - Shows commitment to the Mission of Mercyhealth and Culture of Excellence through all words and actions; Exhibits objectivity and openness to other's views; Demonstrates a high level of participation and engagement in day-to-day work; Gives and welcomes feedback; Generates suggestions for improving work: Embraces teamwork, supports and encourages positive change while giving value to individuals.

Cost - Conserves organization resources; Understands fiscal responsibility; Works within approved budget; Develops and implements cost saving measures; contributes to profits and revenue.