HR Business Partner

Overview

You'll love the Southwest. Why not love your career, too?

In our Northern Arizona communities, you'll discover abundant opportunities to enjoy a lifestyle that's comparable to few other places. It is all here, four beautiful seasons, clean air, great neighborhoods and no traffic jams. No matter what you do for fun, recreational opportunities are everywhere -- downhill and cross-country skiing, gorgeous hiking trails, mountain biking, wine tasting, and fine dining. You will also find it ready-made for families with excellent public and private schools, thriving secondary educational facilities, and cultural breadth and diversity. In addition, wherever you live and work you are well-positioned for weekend getaways in the vibrant cities of Phoenix and Las Vegas. If you want to join an organization at a time of growth, transformation, and innovation, centered on providing high quality, cost-effective, and convenient care for our patients, and a nurturing supportive workplace, we want to talk to you!

Position Location: Flagstaff or Greater Sedona Area in Northern Arizona

HR Business Partner Position:

The HR Business Partner collaborates with NAH leadership and colleagues to provide counsel and guidance, while building an engaged and thriving workforce. The HR Business Partner will investigate, counsel, and advise management on issues related to employment, leave, accommodation, job performance, human resources regulations and compliance, unemployment, and labor practices. The HR Business Partner serves as the subject matter expert (SME) regarding human resources best practices. The HR Business Partner is responsible for partnering with HR colleagues, key stakeholders and leaders to deliver People-focused service in-line with the needs and strategic objectives of the organization. Additional responsibilities include mitigation of risks to the company and positive influence to the organization. The HRBP works at an operational level with multiple stakeholders, deals with complex and sensitive people management issues, and positively influences management and leadership around the people agenda and issues. Reporting to the Director Employee Relations, Recruitment & Experience, will have outstanding business acumen and curiosity and thrive at leading and collaborating on complex projects in a fast-paced and dynamic environment.

Responsibilities

Strategic Partnership

• This role is deeply integrated within the organization, needing an in-depth understanding of respective department(s) by participating in unit team meetings and other business leadership meetings as needed.

• Support and coach leaders in building highly engaged, high-performing teams while developing leadership capability.

• Works to challenge the status quo utilizing change management and influencing skill sets. Taking initiative to improve the people elements within the respective service lines over time.

• Partners with HRBP team and key stakeholders to ensure relevant communications deliverables.

Employee Engagement

• In partnership with HRBPs, HR Leadership and Senior Leadership, develops an annual work plan to facilitate the employee engagement survey. Activities include, but are not limited to, survey design, organizational alignment, results reporting, system troubleshooting, and working with leaders to develop action plans.

• Partners with management and employees to improve work relationships, build morale, improve people experiences, and increase productivity and retention.

• Partners with key stakeholders to ensure that all people experience programs and initiatives are appropriately communicated and implemented.

• Works to provide cross functional support to influence outcomes both in service lines and within the HR function.

• Work with service line leadership to develop change management plans surrounding new initiatives and rollouts, organizational updates, updated policies, etc. Anticipate potential impact and need and advise accordingly.

Leadership Development

• Develops and delivers Leadership Development training to improve leadership capability, employee performance, and engagement.

• Researches and maintains current knowledge of adult learning principles and best practices for training content development and delivery.

• Provides organizational support with respect to initiatives driven by outside partners and incorporates concepts into ongoing internal content.

Employee Relations/Performance Management

• In partnership with HR Leadership, participates in the annual performance review process to ensure compliance with the completion of timely performance evaluations. Activities to include, but not limited to, developing an annual work plan, preparing and launching system forms and templates, education to leaders regarding the process and how to conduct productive and effective review discussions, tracking and monitoring completion of reviews.

• Collaborates with leaders on day-to-day performance management (e.g., coaching, career development, disciplinary actions) and support the performance review process. Ensure clear performance objectives.

• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Facilitates conflict resolutions and makes discipline/corrective action recommendations to leaders.

• Proactively guides and coaches service line leaders on employee relations and HR issues in line with NAH policies and best practice, including disciplinary, performance, and absence management related issues.

• Partners with and serve as a resource to employees, management and Human Resources team to promote and maintain positive employee relations. Proactively identifies, manages and facilitates the equitable resolution of job-related complaints and concerns.

Recognition Programs

• Participates in employee recognition programs, including the planning and execution of the Employee Recognition events.

• Partners with key stakeholders to develop rewards and recognition programs to recognizing employee achievements, promoting growth and success within NAH.

Administrative

• Advises employees and managers regarding NAH policies and procedures including provision of training programs for new colleagues, new supervisors and others as needed.

• Monitors, reviews, evaluates, and updates all personnel policies and practices of the organization to ensure compliance with federal and state laws and administrative regulations.

• Responds to EEOC complaints.

• Assists leaders and colleagues as needed, in conjunction with the third party administrator, regarding Leave and ADA.

• Partners and collaborates with the Legal and Compliance teams on complex EEOC complaints , Subpoenas, and Employee Relation Investigations, Hotline Compliance complaints, HIPAA and Patient Privacy Violations.

• Provides advice and guidance regarding discipline, appeals, and FLSA.

• Provides guidance and recommendations and ensures compliance with all applicable federal and state regulations including but not limited to: Title VII of the Civil Rights Act, FMLA, ADA, FLSA, USERRA, NLRA, PDA, ADEA.

• Works independently and requires minimal input to work product.

Compliance/Safety

• Responsible for reporting any safety related incident in a timely fashion through the Midas/RDE tool; attends all safety related training programs; performs work in a safe manner; monitors work environment for possible safety issues and ensures others are also performing work in a safe manner.

• Stays current and complies with state and federal regulations/statutes and company policies that impact the employees area of responsibility.

• If required for position, ensures all certifications and/or licenses are up-to-date and valid prior to expiration dates.

• Completes all company mandatory modules and required job specific training in the specified time frame.

Qualifications

EducationBachelor's degree in business, human resources, psychology, organizational development, healthcare administration or related field

• Required

Master's degree

• Preferred

Certification & LicensuresPHR or SPHR

• Preferred

SHRM-CP or SHRM-SCP

• Preferred

ExperienceMinimum of three years direct employee relations experience

• Required

Minimum of 7 years of demonstrated people experience and solid foundational HR knowledge around core processes throughout the employee life cycle, such as: onboarding, recruitment, compensation, benefits, and performance management.

• Required

3 years of progressive experience in human resources with a specialization in employee relations in a multi-unit, geographically diverse healthcare setting

• Preferred

In-depth experience and knowledge with US Labor Laws

• Required

Healthcare is a rapidly changing environment and technology is integrated into almost all aspects of patient care. Computers and other electronic devices are utilized across the organization and throughout each department. Colleagues must have an understanding of computers, and competence in using computers and basic software programs.