HR Business Partner Sr-System

Inspired by faith. Driven by innovation. Powered by humankindness. CommonSpirit Health is building a healthier future for all through its integrated health services. As one of the nation’s largest nonprofit Catholic healthcare organizations, CommonSpirit Health delivers more than 20 million patient encounters annually through more than 2,300 clinics, care sites and 137 hospital-based locations, in addition to its home-based services and virtual care offerings. CommonSpirit has more than 157,000 employees, 45,000 nurses and 25,000 physicians and advanced practice providers across 24 states and contributes more than $4.2 billion annually in charity care, community benefits and unreimbursed government programs. Together with our patients, physicians, partners, and communities, we are creating a more just, equitable, and innovative healthcare delivery system.

As our Sr HR Business Partner-System, you will strategically align business objectives with employees and management across designated departments, facilities, and/or divisions, serving as an evidence-based consultant on all Human Resources-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, and proactively communicate with Centers of Excellence and management, while also potentially mentoring junior HR staff.

To be successful in this role, you will possess comprehensive HR expertise, exceptional strategic thinking and communication 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. Work with leadership to regularly interpret results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.
• 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.
• 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.
• 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. Serves as a thought partner to assigned clients. Focus on development, collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.
• Culture – Integrate culture standards consistent with the 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. Understands and promulgates approaches that lead to a positive, desired work culture. Applies results of culture diagnostic tools, e.g., My Culture to help craft appropriate plans for addressing culture development needs identified in the business unit/facilities/markets/divisions served.
• Centers of Expertise (CoE) Utilization: Collaborates with CoEs to support the accomplishment of business goals, objectives, and outcomes:

Required

• Bachelors Other and minimum of 3 years HR or leadership experience 
• Minimum of Five (5) years HR or leadership experience in the discipline
• Masters Other and 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 2 or more areas of specialty involving a high level of complexity and scope, e.g., compensation, benefits, employee/labor relations, talent acquisition, etc. and
• Demonstrated employee relations experience with a working knowledge of recruitment, training delivery, benefits and compensation theory/administration.

Preferred

• Professional in Human Resources
• Senior Professional in Human Resources
• SHRM Cert Professional