HR Director HRBP

Company: Texas Health Huguley FWS
Location: Ormond Beach
Posted on: January 23, 2023

Job Description:

Job Description - HR Director HRBP (23001454) Job Description HR Director HRBP ( Job Number: 23001454 ) Description HR Director & HRBP - AdventHealth Medical Group All the benefits and perks you need for you and your family:

• Benefits from Day One
• Paid Days Off from Day One
• Whole Person & Mental Health Resources Our promise to you: Joining AdventHealth is about being part of something bigger. It's about belonging to a community that believes in the wholeness of each person, and serves to uplift others in body, mind, and spirit. AdventHealth is a place where you can thrive professionally, and grow spiritually, by Extending the Healing Ministry of Christ. Where you will be valued for who you are and the unique experiences you bring to our purpose-minded team. All while understanding that together we are even better. Schedule: - Full Time Days Shift : - Monday-Friday 8am-5pm The role you'll contribute: The Human Resources Business Partner - Director (HRBP - DIR) serves as a trusted and collaborative advisor, providing a proactive, practical, and valued HR perspective in partnership with facility leadership. The HRBP - DIR serves as the strategic partner to Center of Excellence (COE) and the champion of value-added programs, ensuring facility alignment in support of attracting, motivating, and retaining top talent. This individual possesses strong skills in building relationships, diagnosing issues, advising, influencing, and guiding all levels of management on the HR implications of business decisions related to aspects of people-management and leadership. This individual drives and deploys programs and strategies for local talent management, development, compensation, performance management, and workplace rights that facilitate change and optimize the contribution and engagement level of employees. The HRBP - DIR will utilize experience and analytics for evaluation of the effectiveness and efficiencies of HR programs and processes, while making recommendations for strategic changes. The value you'll bring to the team: Workforce Planning & Org Design
  • Responsible for planning and approval of labor demand model, workforce, and strategic planning. Oversees facility reorganization efforts, including partnering with employee relations to execute transition plans associated with reduction in workforce, outsourcing, and regionalization initiatives. Talent Acquisition & Onboarding
    • Monitors internal metrics and external market developments to diagnose sources of current and potential retention challenges. Diagnoses critical talent needs and gaps throughout the facility, partners with COE talent management, and leads in development of strategies to address talent needs at a local level. Sets strategic objectives for new hire experience components to include, but not limited to, selection, onboarding, new hire orientations. Compliance
      • Oversees and manages compliance efforts related to regulatory standards, including serving on compliance committees and providing documentation to the appropriate authorities. Performance Management & Talent Development
        • Partners with executive leadership in the development of organizational development solutions. Assess organizational capabilities by identifying competency and talent gaps, ensuring development of human capital resources, and performing talent assessments and succession planning aligned with current and future performance standards and organizational goals. Serves as a strategic partner concerning escalated employee relations issues. Compensation & Pay Programs
          • Partners with COE regarding organization compensation strategies and leads local compensation strategies as appropriate, facilitates annual compensation decisions, administration and accompanying guidelines. Rewards, Recognition & Engagement
            • Collaborates with facility executives to evaluate and lead a comprehensive strategy to engage, motivate, and retain employees. Sets strategy for employee events, projects, and communication, utilizing employee experience partner for support. Examples may include: service awards programs and events, mailing projects, employee related functions, reward/recognition, local job fairs, open enrollment events and communication. Owns or partners with internal communication to coordinate employee communications.
            • Reviews and benchmarks the internal and external environment to improve HR policies and initiatives. Identifies and drives the sharing of best practices across functions to facilitate continuous improvement. Oversees and manages compliance efforts for employment related policies. Provides guidance to leadership in the administration and interpretation of policies, assuring consistent administration. Change Management
              • Serves as a strategic change agent, demonstrating the ability to influence, negotiate and gain buy-in at all levels within the organization. Drives employee engagement and change management activities. Coaches executive leadership through change management process. Leverages and tracks early dynamic condition indicators that may impact the success of achieving and sustaining change/success. Super user of Operating Model and Technology
                • Serves as a champion for the HR operating model and serves as the primary liaison between the facility leadership and COE to ensure that services and solutions are driving business objectives and aligned with facility needs. Serve as a trusted partner, initiating and maintaining effective communication with facility leaders, HR Shared Services, and Centers of Expertise. Identifies new opportunities for HR to add value to the business. HR Analytics
                  • Utilizes workforce data analytics and business metrics to identify and analyze talent implications, trends, formulates insights, and makes recommendations on key business solutions and opportunities to influence and drive employee engagement, performance, retention, and influence leadership decision making. Budget
                    • Meets financial objectives by developing, implementing and owning human resources budget, scheduling and monitoring expenditures, and analyzing and addressing variances. Qualifications The expertise and experiences you'll need to succeed:
                      • Bachelor's degree in HR, business, or related field
                      • 5 to 7 years of progressive Human Resources Management experience;
                      • OR
                      • Graduate of the AHS Leadership Residency program; AND 5 years of progressive human resource management experience
                      • 3-5 years of applicable leadership experience
                      • Society for Human Resources Management Certified Professional (SHRM-CP), or Professional in Human Resources (PHR), or Certified Human Resources Business Partner (HRBP) Preferred qualifications:
                        • Master's or advanced degree in Human Resources, Organizational Leadership, or related field
                        • 8-10 years HR business partner experience working in with senior leadership in a healthcare provider setting
                        • Society for Human Resource Management Senior Certified Professional (SHRM-SCP), or Senior Professional in Human Resources (SPHR), Certified Human Resources Business Partner (HRBP), Certified Strategic Human Resources Business Partner (SHRBP) Supervisory responsibilities:
                          • Responsible for supervising HR team members, to include Associate HRBP(s) and Employee Experience Partner(s).

Keywords: Texas Health Huguley FWS, Palm Coast , HR Director HRBP, Human Resources , Ormond Beach, Florida