HR Business Partner

Founded as a faith-based hospital in 1931 by the Sisters of Charity of the Incarnate Word, Dignity Health – St. Bernardine Medical Center is a 342-bed, acute care, nonprofit hospital located in San Bernardino, California. The hospital offers a full complement of services, including the Inland Empire Heart and Vascular Institute, an award-winning orthopedics program, surgical weight loss, and is an official Neurovascular Stroke Center, as designated by ICEMA. The hospital shares a legacy of humankindness with Dignity Health, one of the nation’s five largest health care systems. Visit here https://www.dignityhealth.org/socal/locations/stbernardinemedical for more information.

One Community. One Mission. One California 

As a strategic partner, the HR Business Partner (HRBP) aligns business objectives with employees and management in designated departments, facilities, markets and/or divisions. The HRBP serves as an evidence-based consultant to management on Human Resource related issues, including but not limited to employee relations, labor relations, performance management, training, policy application, organizational development, workforce planning, ADA interactive process and compensation. The HRBP will conduct assessments and anticipate HR-related needs within their respective client groups making recommendations and developing plans including goals and priorities. The HRBP will pro-actively communicate needs to the HR department, colleagues within the Centers of Expertise (CoE) and management. The HRBP seeks to develop integrated solutions and is a change agent and champion for new HR initiatives and programs. The HRBP formulates partnerships across the HR team and CoE to deliver value added service to management and employees that reflect the strategic business objectives of CommonSpirit Health.

Position Details:

• Performs a hands-on role in providing human resources expertise in employee and labor relations, coaching/development, compensation, conflict management, organizational development training, and other HR activities.
• Supports specific groups functions and/or geographies and embeds self within the business to work closely with management and employees
• Instrumental in initiating and driving HR programs/initiatives
• Assist with employee engagement activities advising leaders on and ensuring compliance with HR policies procedures and practices
• Responsible for ensuring the efficient implementation of a single Dignity Health Human Resources delivery model which aligns the facility HR structure processes andsystems with Service Area HR strategies
• Serves as a HR operational leader for the facility ensuring all HR functions and activities enable business success
• Assists the HR leadership team in continually refining the role of Human Resources within the facility/service area to assist in achieving their operational and strategic goals
• Along with all other HR Leadership the incumbent will align and partner with and fully utilize the resources of all the COE's embedded in the service area or at the corporate level to ensure that together they provide and develop unique insights and great depth of expertise in the area of focus in order to partner with leaders to develop values based strategic solutions

• Bachelor’s Degree and minimum of 3 years HR or leadership experience OR minimum of 5 years HR or leadership experience in the discipline OR Master’s Degree (With relevant experience; equivalent education and/or experience; experience through certifications.)
• HR experience should encompass generalist experience or at least 2 or more areas of specialty, e.g., compensation, benefits, employee/labor relations, talent acquisition, etc
• Working knowledge of federal and state labor and employment laws FMLA , HIPPA , ADA, COBRA and Affirmative Action Programs
• Working knowledge of Microsoft Office and Google Suite with a strong emphasis on Excel
• Strong interpersonal and influencing skills including excellent verbal and written communication skills

Preferred Qualifications:

• Two (2) years of focus on an HR specialty area such as employee and labor relations, L&OD, compensation, talent acquisition or other related HR experience
• PHR, SPHR, SHRM-CP or SHRM-SCP preferred.