West Coast - Fort Myers, United States - Codeforce 360

Description

THIS CANDIDATE NEEDS TO LIVE IN THE WESTERN UNITED STATES. IT IS A REMOTE ROLE WITH OCCASIONAL TRAVEL.

LOOKING FOR HEALTHCARE FOCUSED CANDIDATES WITH 5-8 YEARS OF EMPLOYEE RELATIONS EXPERIENCE - NOT A MANAGER - THIS ROLE DOES NOT OVERSEE DIRECT REPORTS.

PositionSummary:

The HR Business Partner (HRBP) serves as collaborativeadvisor for the region and AON, providing a proactive, practical, and valued addHR perspective in partnership with practice leadership for assigned region.

HRBPworks to find common ground across. HRBPadvises and works closely with all region managers, all leaders.

Works collaboratively across the HR function andthe business to deliver value-added service to managers that reflects thebusiness objectives and further the company's agenda across all departments and ultimatelyenable the achievement of overall goals.

Ensures positive, thoughtful customer satisfactionand delivery of value. The HRBP is a role model for the organization'score values and service standards. Ensures absolute integrity, consistency inpractice and effective implementation of regulatory, company and HR policies,practices and programs.

Demonstrated competencies to critically think, diagnoseissues, develop cohesive solutions, advise, coach, mediate, influence and guideall levels of management on the HR implications of business decisions relatedto aspects of talent management and leadership.

Utilizes breadth and depth of HRexperience, business acumen, organizational knowledge, and analytics toimplement and evaluate the effectiveness and efficiencies of HR programs andprocesses; makes recommendations for changes that drive desired employee or organizationaloutcomes.

Understands we look for win/win. Supports the financial goals of AON and practice bybeing fiscally responsible in all areas. Key Performance AreasKPA- Management and Support. The HRBP provides the day-to-day performancemanagement guidance to department management through coaching, careerdevelopment, counseling, to assigned region group. In this capacity, the HRBPmanages and resolves complex employee-relations issues in collaboration withmanager.

• Works with departmentleadership to develop and facilitate key approaches, addressing individual andorganizational needs including but not limited to workforce planning,recognition, succession planning, career development and employee relations.
• Lead and participate inregion acquisition and transition detail and activity.
• Provides support to stakeholders by coaching them intothinking innovatively about their work processes and team structures with aview of improving the business's overall efficiencies.
• Provides informal leadership and mentorship to lessexperienced team members.
• Acts as the program/process leader for various HRinitiatives as assigned. ie openenrollment, leader education programs, performance management
• Supports the development of relationships with colleges/universities aspart of School affiliation program. Provide requests for School Affiliation agreements and studentplacements to assigned HRBP, who ensures compliance with AON requirements. KPA- Analytics. The HRBP analyzes trendsand metrics as part of region in partnership with other HR teams to develop andenhance solutions, processes, and programs that address current problems and toavoid future ones. Ie turnover,retention, engagement, complaints, hires, ER issues, leaves of absence etc
• Analyzes and identifies talent trends, risks andopportunities for improvement.
• Develops recommendations to address risks. Collaboratesto implement programs and actionable people management solutions and strategiesto achieve measurable improvements in metric results.
• Participates in continuousimprovement initiatives, committees, and special projects. KPA- Relationships and Collaboration. The HRBP is tasked with maintaininghealthy relationships across the region, network and HR team. Conducts regularmeetings with their region managers, is the navigator and connection to rest ofHR team for expertise related to benefits, extended leaves, compensation andrecruitment. Builds, and developstrusted advisory relationships with leaders at all levels.
• Manages complex employee-relations issues, whilesimultaneously coaching the relevant managers on management best practices.
• Coordinates and executes smooth and successfulinvoluntary separations with managers. Prepares and documents as required per internal processes and approvals. HRBPis a management collaborative advisory one. Teams up with region leadership,management, and HR in determining approaches to matters of job definition,employee relations, training, compensation, and other HR matters to ensure thatthe activity and approach in place are effective and efficient and appropriatefor the practice or region.
• Actively and positivelyparticipates in HR department meetings and contributes to the formulation ofsolutions for the HR department, business department, and business-widechallenges. Works toward goals for HRoperations and transitions.
• Workscollaboratively in remote environment with leaders throughout the network,assisting them in understanding compensation and rewards programs, training anddevelopment programs, all AON HR initiatives and aiding in the application ofappropriate management and communication best practices.
• Supportsthe design, development and training/facilitation of employee/leadershipdevelopment programs. Ie RespectfulWorkplace and Enhancing the AON Patient Experience; Commitment to My AON Team.
• Travelsroutinely to practices to round with managers and employees. KPA- Knowledge. The HRBP maintains an in-depth knowledge of the HR/Employmentrelated legal requirements and policies, internal and external, related to theday-to-day management of employees within the business, reducing legal risks,guaranteeing regulatory compliance, and most importantly enabling employee engagementand understanding.
• Ensures facility compliancewith regulatory standards, federal, and state workplace legislation.
• Facilitates changemanagement by optimizing organizational readiness and the contribution andengagement level of employees via leaders leading.
• Administers HR policies,programs, and practices; ensures compliance and alignment with practice andregion goals.
• Performs other duties and projects as assigned by the HRDirector and VP HR. KPA - Transitions. Works withDirector to assess and execute transitions in region. Transitions including acquisition and unwindtransactions. Onboarding or offboardingemployees. PositionQualifications/Requirements 1.

Education:
Bachelor's Degree preferably in Business, HR, or a related field


2 Previous Experience:

• Minimum of 7 years' progressiveexperience in Human Resources role with demonstrated knowledge and experience asER specialist, management advisor or consultant.
• Strong HR ER foundationwith a breadth and depth of HR knowledge, best practices and processes, legaland regulatory.
• 2 years Healthcare orphysician practice experience required.
• M&A experiencepreferred.
• Experience in remoteenvironment.
• Multi state preferred.
• Ability to understand andeffectively help facilitate change management process related to employment, HRstrategies and organizational objectives. Demonstrate knowledge of HR practices,retention, engagement, change management, and employee relations.3.

Core Capabilities:

Analysis & Critical Thinking:
Strong problem solving, analysis, decision-making,planning, time management and organizational skills. Highly detailed orientedwith the ability to exercise independent judgment.

Interpersonal Effectiveness:
Highly developed interpersonal skills, emotionalintelligence, diplomacy, tact, conflict management, delegation skills, anddiversity awareness. Ability to work effectively with sensitive andconfidential material and sometimes emotionally charged matters.

Communication:
Effective communication skills (oral, written, presentation), is anactive listener, and effectively provides balanced feedback.

Customer & Organizational Awareness:
Strong customer focus.

Abilityto build an engaging culture of quality, performance effectiveness andoperational excellence through best practices, strong business and politicalacumen, collaboration and partnerships, as well as a positive employee,physician and community relations.

Leadership and Mentoring:
Effectively lead and facilitate group discussions,coach, mentor, motivate, and engage others to align to a common goal. Abilityto effectively lead projects from inception through implementation andassessment.

Human Resources Management:

Effectively hire, coach and support staff develop,as applicable, as well as manage resources, performance and employee relations,and supervise within established policies, procedures and legislation.

Self-Management:
Effectively manages own time, conflicting priorities, self, stress, andprofessional development. Self-motivated and self-starter with ability workindependently with limited supervision. Ability to work remotely effectively,in a fast-paced environment.

• Must be able to work effectivelyin a fast-paced, multi-site environment with demonstrated ability to jugglecompeting priorities and demands from a variety of stakeholders and sites.

Computer Skills:

• Proficiency in MS Office Word, Excel, Power Point, Vision, and Outlookis required.
• Experience using MS Access, MS Project and MindMap/MindJet preferred.
• Experience and understanding of HR Information Systems (HRIS) systems(i.e. Lawson, PeopleSoft, etc.)4.

Certifications/Licenses:

• Human ResourcesCertification PHR or SHRM-CP a plus, not required

5 Travel:
35%-50%6.

Standard Work Days/Hours:
Monday to Friday 8:00 AM - 5:00 PM.


Shift:
Days, Full Time


Specialty Type:
Hr/Payroll


Sub Specialties:
HR Director/Manager

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