Human Resources Business Partner - Sunrise, United States - HealthTrust Workforce Solutions

Description

HealthTrust Workforce Solutions provides exceptional clinical and non-clinical personnel to acute care hospitals across the country. We are passionate about the services we provide and understand that everything we do is in motion to ultimately providing the very best in patient care. We empower our employees to tap into their creativity, When it comes to results and expectations, we hold ourselves and each other accountable to the commitments we make to each other. We strive for service and operational excellence for both our internal staff as well as the facilities and clinicians we serve. At HealthTrust Workforce Solutions, our core values of Adaptability, Innovation, Trust, Accountability, and Courage are not just words on a wall. They make up the very fabric of our being and are lived by each employee daily.

Healthtrust is seeking idealy Five years HR Business Partner experince in all areas related to the human resources field. They should be comfortable onboarding new candidates and collecting necessary background information as well as assisting employees while at work. This candidate should be well versed working closely with management in order to increase employee engagement.

GENERAL SUMMARY OF DUTIES –The Human Resources Business Partner provides HR and talent support to designated leaders at HWS, creating the desired workplace culture and an engaged and productive workforce through HWS's policies, programs and practices.

SUPERVISOR – Vice President, Human Resources/Administration

SUPERVISES – None

ESSENTIAL FUNCTIONS INCLUDE BUT ARE NOT LIMITED TO:

Implement Business and HR strategyand programs

Engage designated leaders to understand talent needs of the businesses and define peoplestrategies. Implement HWS HR initiatives

Advise leaders on people issues

Provide HR observations related to departmental issues in meetingsand one-on-one.

Coach designated leaders through change management, performance management issues, etc.

Respond to leader questions and requestsfor information, point them to appropriate self-service tools (if applicable)

Deploy development programs

Advise leaders on learning and organizational development. May include program implementation such as ensuring completion of employee development plans, updating the succession plan and implementing other programsand tools. Deploy HWS/HCA career development program tools and processes. Includes coachingleaders, participating in employee career counseling and feedback sessions, equipping managers with standard toolsfor coaching, feedback& planning.

Support Employee & Community engagement

Promote and foster a healthy work environment; raise awareness of available programs to assist employees. Implement appropriate employee engagement programs.

Prepare/coordinate events e.g. holiday celebrations, employee recognition events, service awards, community support in partnership with Marketing.

Coordinate and facilitate employee activity groups and other employee teams (peer reviews)

Interpret and drive departmental action planning as a result of employeeengagement surveys; assessfacility "temperature" throughformal and informal sensingand plan actions with department managers Counsel managers and employees on situational issues; resolve employee conflicts

Implement business performance, quality and patientcare initiatives

Partner with designated leaders to uphold all compliance standards (Joint Commission, Dept. of Labor, HR policies, etc.) and createan environment of compliance/excellence.

Support employee relations, ethics, or compliance investigations (initial interviews & fact gathering); maintain tracking for issues/concerns and handle inquiriesfrom employees or managers

Deploy performance management/appraisal programtools and processes in their assignedfacility areas.Includes coaching,participating in assigningratings, feedbacksessions and developing performance improvement plans.

Advise designated leaders on performance counseling and discipline procedures; consult on suspension or termination of employment actions; provideinformation on RIF processes and severance

Escalate major issues to Director of HR and/or VP of HR as appropriate.

Support measurement of productivity and addressing of productivity issues

Implement emergency response plans with appropriate leaders

Execute HR operational excellence

Work with VP of HR to give feedback on strategies and programs to more effectively meet the needs of businesses Work with designated department leaders on workforce planning, including position control/review; aligningwith budget, productivity metrics, resourcing processes, etc. Reviewand localize job descriptions and compensation. Assist leadership with temporary/PRN workforce planning & implementation, internship/externship placements and other non-RFTtalent processes. Perform worker's comp intake processing; support applicable employee leave of absence/return to work administration at facility level (advising employees on process, completing necessary onsite paperwork, etc.)

KNOWLEDGE, SKILLS, & ABILITIES – This position requires the following minimal requirements:

Organization - proactively prioritizes needs and effectively manages resources

Communication - communicates clearly and concisely

Ownership – takes ownership of assigned responsibilities and follows through on outstanding issues

Leadership - guides individuals and groups toward desired outcomes, setting high performance

standards and delivering leading quality services

Interpersonal skills – able to work effectively with other employees and external parties

Customer orientation - establishes and maintains long-term customer relationships, building trust

and respect by consistently meeting and exceeding expectations

Policies & Procedures – demonstrates knowledge and understanding of organizational policies,

procedures, and systems

PC skills - skilled in Microsoft Office applications and others as required

Project management - uses tools and processes to identify and communicate project goals,

schedules, responsibilities, progress and performance

Teambuilding - demonstrates ability to foster and perform in a team-building environment

EDUCATION –Bachelor's degree required

EXPERIENCE – 5 years generalist HR experience; related healthcare experience preferred

CERTIFICATE/LICENSE – PHR preferred

PHYSICAL DEMANDS/WORKING CONDITIONS –

Exert up to 20lbs of force occasionally and/or up to 10 lbs frequently

Requires and some bending, stooping, and stretching

Requires eye-hand coordination and manual dexterity sufficient to operate a keyboard, photocopier, telephone, calculator, and other office equipment.

Requires the perceiving the nature of sounds at normal speaking levels with or without correction; ability to receive detailed information through oral communication, and to make the discriminations in sound Requires normal range of eyesight to record, prepare, and communicate appropriate reports. Requires dexterity to type. Work is performed in an office environment and involves frequent contact with staff and the public.