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Human Resources Business Partner

The University of Kansas Health System

This is a Full-time position in Kansas City, KS posted February 4, 2021.

Position Title

Human Resources Business Partner

Position Summary / Career Interest:

This role will serve as a consultant to executive management on human resource-related issues including ownership of the strategy of people planning, change management, talent management assessments, policy interpretation and application, performance management, job banding/job family design and organizational design, leveraging new and existing data to drive change and act as an employee champion. This role is a proactive communicator and change agent, someone who can successfully balance operational needs and employee needs with business objectives to create integrated solutions. The Human Resources Business Partner role contributes to company performance by providing tactical and strategic consulting to executives on people and organization development strategies in support of the business objectives. Performs HR related duties at the professional level while supporting more than one functional group. Will carry out responsibilities by partnering with subject matter experts in the following functional areas: talent acquisition; employee relations, performance management and learning and development, and compensation and benefits.

Position Description:

  • Responsible for cultivating ownership of the strategy of people planning in concert with organizational executives and leaders, including strategic planning, budget management, staffing resource and development, and the building and enhancement of business partnership support for the organization. These responsibilities include creating and improving policies, programs and processes.
  • Directs and collaborates with executive leadership as primary customer group, to develop valuable and innovative programs to the organization, build accountability, emotional intelligence, cultural success, employee engagement and fair treatment.
  • Provides day-to-day coaching to executive leadership on a variety of actions to include workforce planning issues, policy interpretation and application; talent management and development; and organizational design consultation. Partners with leadership to align HR strategy to business strategy.
  • Conducts ongoing supply and demand analysis for business, partners on current and future state staffing and skill needs and designs talent acquisition strategies to meet those needs. Actively participates in annual budget planning/labor forecasting process with business executive partners.
  • Builds strong relationships and provides trusted advice to assigned executives on the full range of HR programs, such as: talent management, including performance management, succession planning and talent development; HR policies and processes; employee relations, employee reward and recognition; employee survey findings, etc. Builds knowledge of business strategies of client groups.
  • Supports implementation of established framework for assessing and developing organizational talent. Provides support for assigned executives in executing talent assessment and performance management processes. Partners with Talent Management& Organization Development (T&OD) team on initiatives to improve manager skills and knowledge. Ensures jobs of assigned client groups are appropriately documented and works with compensation to review benchmark data. Monitors key workforce metrics – e.g., turnover, exit interview, BES results – to identify “early warning” signals. Reviews workforce analytics and provides insights to HRBPs and Line of Business management. Analyze data trends and metrics to inform business decisions.
  • Participates in HR cross-functional and technical projects as appropriate. Implements standardized HR processes with client groups. Works effectively with HR Centers of Expertise.
  • Knowledgeable of local employment regulations and local laws. Works with Line of Business management, Legal, Compliance and the Employee Relations (ER) to ensure employment law-related risks are managed appropriately. Maintains a positive, productive and cohesive work environment by dealing with workplace conduct, conflict resolution, counselling, employee engagement, and other employee relations activities.
  • Acts as change agent to business through process design and approaches that support change and transformation – striving to lead mutual processes to best practice status.
  • Analyzes trends and metrics in partnership with HR peers to develop solutions; programs and policies. Evaluates issues, patterns, and trends to provide proactive insights for HR solution and program designs i.e. training to address certain needs.
  • Partners with Vice President of Human Resources and appropriate leaders to grow the capacity of the organization’s key talent to include high potential identification (via Talent Management) and associated development programming, – Assess and anticipate human resources-related needs. Provide input on workforce and succession planning as well as plans business unit restructuring.
  • Develop and nurture partnerships through human resources to bridge the divide between management and employees
  • Maintain awareness of the culture, plans, financial position, and competition of the business units under the HR purview; Find ways to build morale, improve workplace relationships, and boost productivity and retention
  • Conduct weekly meetings to check in with each business unit
  • Ensure regulatory compliance with legal requirements pertinent to the day-to-day management of employees; collaborate with the legal department when necessary. Interpret human resources policy to company management
  • Must be able to perform the professional, clinical and or technical competencies of the assigned unit or department.

Required:

  • Bachelor’s degree in human resources or business-related field – 7-10 years of proven experience in a HR Generalist or Business Partner role, with client facing responsibilities
  • Experience with Talent Management including, workforce planning, succession planning, performance management etc.
  • Good knowledge of US employment legislation,
  • Strong personal credibility with the ability to build trusted relationships with executive managers in order to influence
  • Demonstration of high degree of problem solving
  • Proven presentation skills and abilities – Proven client management and business literacy skills
  • Strong interpersonal and negotiation skills
  • Proven ability to effectively coach employees and management through complex and difficult issues
  • Demonstrated project management skills
  • HR Tools and Technology: Competent in using existing HR technology and tools, and MS Office software suite including Word, Excel and PowerPoint Outstanding verbal and communication skills, with poise and confidence to interact with all levels of management.
  • Ability to manage high volumes of work, execute flawlessly, and understand HR processes.
  • Motivated self-starter, confident, and able to navigate through change. – Strong team player, commercial, and client-centric.
  • Strong analytical and quantitative skills, with the ability to incorporate metrics and analysis into HR delivery.

Preferred:

  • Master’s Degree in Human Resources, MBA, or related degree
  • PHR, SPHR and / or SHRM-SCP certification
  • Experience in the health care industry and experience working in a unionized environment

Time Type:

Full time

Job Requisition ID:

R-2221

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