Senior HR Business Partner

To be part of our organization, every employee should understand and share in the YNHHS Vision, support our Mission, and live our Values. These values-integrity, patient-centered, respect, accountability, and compassion - must guide what we do, as individuals and professionals, every day.

EEO/AA/Disability/Veteran

Summary:
The HR Business Partner is a fast-paced, high-volume, front-line provider of quality HR service. The position partners with HR Centers of Expertise, Staff, and Managers across identified client groups to provide effective HR advice and quality HR services. The HR Business Partner serves as the primary point of contact to leaders related to human resource management, policies, procedures, employment law, and fundamentals of all core areas of human resources and ensures ease of access to HR deliverables for clients.
HR Business Partner serves as a proactive change agent and provides consultative services including but not limited to:

-Counsel and support in all areas of human resource management including staffing and retention, employee engagement, workforce safety, employee relations, labor relations (where applicable), talent planning, performance management, compensation, benefits, equal employment opportunity, affirmative action, organizational development, administrative agency matter and litigation support, and compliance with employment and regulatory requirements.
-The HR Business Partner will engage the Center of Excellence within HR to meet client needs as deeper analysis and support is needed.
-Consult and work with client group leadership to resolve human resources-related issues and concerns impacting the work environment and a just culture for all staff.
-Develop strong and supportive relationships with key operational leaders.

The position is a generalist and requires an understanding of labor laws and the design of people management processes to support the delivery of services. Key to enhancing the user experience is the ability to adapt to and support the utilization of HR systems and automated processes.

• 1. The HR Business Partner acts proactively to lead and support regular and routine cyclical HR activities as well as responds to business needs by adopting a professional, informed and principles-based approach.
• • 1.1. Provide the highest standard of client service, accuracy, and timeliness in responding to client needs and maintain information with the requisite level of confidentiality and discretion.
  • 1.2. Explore continuous improvement opportunities to enhance the client experience.
  • 1.3. Actively listen and respond to problems to help identify the underlying cause and resolve issues.
• 2. Work with clients to enable them to engage with and fully utilize HR systems and business process automation. Identify where further support or interventions may be required to assist clients to adapt to these new technologies and to track and monitor workflow actions to enhance the effectiveness and efficiency of the HR service.
• 3. Build positive relationships with clients. In partnership with organization stakeholders, monitor, assess and promote a positive employee and labor relations strategy. Demonstrate confidence, empathy, and sound business judgment in interactions and advice.
• 4. Provide appropriate and effective advice and coaching to employees and managers as needed. Advise and coach managers to create and sustain a high-performance workforce. Confidently communicate approaches with managers to assist with the resolution of sensitive employee issues, performance matters, disciplinary issues, and grievance/conflict resolution.
• 5. Maintain records and write reports associated with case management and prepare complex case-based correspondence for the consideration and action of management.
• 6. Serves as a consultant to management staff and as an employee advocate, when appropriate. Advises management staff and employees regarding their rights and responsibilities under state, federal and local laws, as well as YNHHS policies. Advise on Human Resources' best practices to achieve effective and consistent implementation of all laws, and policies to produce positive relations with all employees.
• 7. Provides facilitation and dispute/conflict resolution advice to department managers and staff.
• 8. Investigates and leads timely, unbiased, thorough workplace investigations leading to the resolution of open-door concerns, including but not limited to working conditions, disciplinary actions, employee and applicant appeals and grievances, employee complaints, harassment allegations, terminations, discrimination, situations involving interpersonal conflict in the workplace, and ensuring adherence to the YNHHS policies, procedures and guidelines.
• 9. Advise on employee performance management matters and/or conduct matters, including utilization of performance and/or conduct management tools to ensure optimal performance of staff.
• 10. Prepares a range of strategic HR documents including but not limited to investigation reports.
• 11. Leads activities including workforce planning, job development, educational needs assessments, policy development and interpretation, workforce data analysis, employee relations counseling, and conflict resolution, to support the effectiveness of departments within assigned client groups.
• 12. Develops and executes strategies in collaboration with human resources, COEs, and organizational leaders to support the operational objectives of assigned client groups.
• 13. Actively participates in, and advises on, the creation and review of Human Resources policies and procedures, including ensuring policies are clearly communicated and meet organizational objectives. Interprets HR policies and procedures and works with HR colleagues, and leaders on identified opportunities for policy, procedure, and process improvement.
• 14. Assesses situations and environments within client groups affecting employee engagement and provides organizational leaders with advice and recommended courses of action based on operating guidelines, policies, and applicable law in order to create and maintain a positive employee environment. Provides necessary education and coaching to client leaders to support these recommendations and works with HR functional areas to provide required training opportunities consistent with other organizational priorities.
• 15. Reviews and analyzes workforce and operational statistics on productivity, turnover, recruiting, patient satisfaction, employee engagement, exit interview data and other Dashboard measures to identify trends, activities, and potential issues within each assigned client group. Utilizes staffing mix standard work to guide leaders towards staffing approaches to achieve operational goals and outcomes.

EDUCATION

Bachelor's degree required in a relevant area; Graduate degree in human resource management, business, healthcare administration, law, or a similar program with an analytic focus preferred.

EXPERIENCE

Five (5) to seven (7) or more years as either an HR generalist, manager, or consultant preferably in a complex healthcare organization with demonstrated expertise in at least three functional HR areas. Consideration will be given to Yale New Haven Health HR Division employees based on work performance in lieu of the above years of experience requirement.

SPECIAL SKILLS

Strong knowledge of HR laws and regulations. Excellent relationship management as well as project management skills. Excellent communicator, high levels of emotional intelligence, able to provide specific guidance to clients while maintaining an environment of collaboration and partnership. Proven team player with excellent interpersonal communication and organizational skills. Strong analytical skills and experience with data analysis, metrics, and reporting. Ability to understand business plans and to develop impactful HR solutions in response to those plans. Highly collaborative, able to build strong relationships with HR colleagues to drive results to the clients and HR. Ability to positively influence employees/leaders at all levels to drive outcomes. Critical thinking and creative problem solving. Demonstrated ability to manage multiple and sometimes competing priorities. Strong ability to deal with ambiguity and lead others during periods of intense change.