HR Business Partner Senior

Penrose-St. Francis Health Services is a full-service, 712-bed acute care provider in Colorado Springs comprising Penrose Hospital, St. Francis Hospital and St Francis Hospital - Interquest. St. Francis Hospital opened in 2008 to keep pace with the growing needs of the Colorado Springs’ community on the north side of the city. St. Francis Hospital features 340-beds and offers a modern Birth Center, Level III Neonatal Intensive Care Unit, Cancer Center, Emergency Department, Level III Trauma Center, Imaging Services, Acute Inpatient Rehab, Surgical Services and Critical Care Unit. It also serves as southern Colorado’s home base for the Flight For Life® Colorado air medical transport service. It’s an incredible time to join us as we celebrate recognition with Magnet® Hospital designation from the American Nurses Credentialing Center (ANCC) for superior quality in nursing care. With more than 300 days of annual sunshine, mild winters and easy-to-access recreational areas including Pikes Peak, Garden of the Gods and some of Colorado’s top destination resorts, you will enjoy an incredible lifestyle while having the career you’ve always wanted.

As our Senior HR Business Partner, you will strategically align business objectives with employees and management in designated departments, facilities, markets, and/or divisions, serving as an evidence-based consultant on all Human Resource related issues.

Every day you will provide expertise on employee relations, labor relations, performance management, training, policy application, organizational development, workforce planning, ADA processes, and compensation. You will conduct assessments, anticipate HR needs, develop integrated solutions, proactively communicate with the HR department and Centers of Expertise, and may serve as a mentor to junior HR staff.

To be successful in this role, you will possess comprehensive HR expertise, exceptional strategic thinking and consulting skills, a proven ability to act as a change agent, and a strong commitment to partnering with management and CoEs to deliver value-added HR services that align with CommonSpirit Health's strategic business objectives.

• Strategic Alignment - Partner with clients to understand and assess business direction based on the local Market & CommonSpirit Health’s Strategic Plan. Create specific business plans in support of HR-related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities.
• Performance and Leadership Coaching - Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training and other areas of Human Resources.
• Employee Relations – Partner with and serve as a resource to employees, management and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage and facilitate the equitable resolution of job-related complaints and concerns.
• Culture – Integrate culture standards consistent with CommonSpirit Health’s mission, vision and values into business unit/facility/market/division practices and processes to ensure all employees experience and engage in supporting the desired work culture.
• Labor Relations - Provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
• Centers of Expertise (CoE) Utilization - Collaborates with CoEs to support the accomplishment of business goals, objectives, and outcomes.

Required

• Bachelor's Degree
• Minimum of three (3) years HR or leadership experience or minimum of five (5) years HR or leadership experience in the discipline OR Master Degree (With relevant experience; equivalent education and/or experience; experience through certifications.)
• HR experience should encompass generalist experience involving a high level of complexity and score or at least two (2) or more areas of specialty involving a high level of complexity and scope, e.g., compensation, benefits, employee/labor relations, talent acquisition, etc.
• Demonstrated employee relations experience with a working knowledge of recruitment, training delivery, benefits and compensation
  theory/administration.

Preferred

• PHR, SPHR, SHRM-CP or SHRM-SCP