Northern Arizona Healthcare
HR Business Partner
role at
Northern Arizona Healthcare Northern Arizona Healthcare is looking for an HR Business Partner who will collaborate with NAH leadership and colleagues to provide counsel and guidance, while building an engaged and thriving workforce. You will investigate, counsel, and advise management on issues related to employment, leave, accommodation, job performance, human resources regulations and compliance, unemployment, and labor practices. You will work as part of a highly collaborative team, while also supporting your service lines and departments independently. You will influence the People function and the colleague experience to help leaders solve problems and move projects forward. The ideal candidate will be comfortable with ambiguity, a flexible resource to leaders across service lines and within the People function, and possess a strong sense of ownership and drive to accomplish results. The HR Business Partner serves as the subject matter expert (SME) regarding human resources best practices. The HRBP partners with HR colleagues, key stakeholders and leaders to deliver People-focused service in-line with the organization 0needs and strategic objectives. 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, handles complex and sensitive people management issues, and positively influences management and leadership around the people agenda. Reporting to the Director Employee Relations, the role requires outstanding business acumen and curiosity and thrives on leading and collaborating on complex projects in a fast-paced environment. Responsibilities Strategic Partnership Role is deeply integrated within the organization with an in-depth understanding of respective departments 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. Challenge the status quo using change management and influencing skills; take initiative to improve the people elements within service lines over time. Partner with key stakeholders to ensure relevant communications deliverables.
Employee Engagement
Develops an annual work plan with HR Leadership and Senior Leadership to facilitate the employee engagement survey, including survey design, results reporting, system troubleshooting, and action plans with leaders. Improve work relationships, morale, people experiences, productivity, and retention. Ensure people experience programs and initiatives are communicated and implemented. Provide cross-functional support to influence outcomes in service lines and within HR. Develop change management plans with service line leadership for new initiatives and organizational updates, anticipating impact and advising accordingly.
Leadership Development
Develops and delivers Leadership Development training to improve leadership capability, employee performance, and engagement. Researches and applies adult learning principles and best practices for training content development and delivery. Supports initiatives driven by outside partners and integrates concepts into internal content.
Employee Relations/Performance Management
Participates in the annual performance review process and ensures timely evaluations, including planning and training leaders on the process. Coaches leaders on day-to-day performance management, career development, and disciplinary actions; ensures clear performance objectives. Manages and resolves complex employee relations issues, conducts objective investigations, facilitates resolutions, and recommends discipline/corrective actions. Guides service line leaders on HR issues in line with NAH policies and best practices, including disciplinary, performance, and absence management. Serves as a resource to employees, management and HR to promote positive employee relations and resolve concerns.
Recognition Programs
Participates in employee recognition programs and helps plan and execute recognition events. Develops rewards and recognition programs to acknowledge employee achievements and support growth within NAH.
Administrative
Advises employees and managers on NAH policies and procedures, including training for new colleagues and supervisors. Monitors and updates personnel policies to ensure compliance with federal and state laws and regulations. Responds to EEOC complaints and collaborates with leaders and the third-party administrator on Leave and ADA matters. Coordinates with Legal and Compliance on complex EEOC complaints, subpoenas, and investigations; ensures HIPAA and patient privacy compliance. Provides guidance on discipline, appeals, and FLSA compliance. Ensures compliance with applicable federal and state regulations (e.g., Title VII, FMLA, ADA, FLSA, NLRA, PDA, ADEA). Works independently with minimal supervision.
Compliance/Safety
Reports safety incidents, attends safety trainings, and maintains a safe work environment. Stays current with regulations and company policies affecting the role. Maintains up-to-date certifications/licenses if required, and completes mandatory trainings.
Qualifications
Education : Bachelors degree in business, human resources, psychology, organizational development, healthcare administration or related field Required. Masters Degree Preferred. Certification and Licensure : PHR or SPHR Preferred; SHRM-CP or SHRM-SCP Preferred. Experience :
Minimum of three years direct employee relations experience Required. Minimum of 7 years of demonstrated people experience and HR knowledge across onboarding, recruitment, compensation, benefits, and performance management Required. 3 years of progressive HR experience with a focus on employee relations in a multi-unit, geographically diverse healthcare setting Preferred. In-depth knowledge of US Labor Laws Required.
Note: This role operates in a healthcare environment with technology integrated across departments. #J-18808-Ljbffr
role at
Northern Arizona Healthcare Northern Arizona Healthcare is looking for an HR Business Partner who will collaborate with NAH leadership and colleagues to provide counsel and guidance, while building an engaged and thriving workforce. You will investigate, counsel, and advise management on issues related to employment, leave, accommodation, job performance, human resources regulations and compliance, unemployment, and labor practices. You will work as part of a highly collaborative team, while also supporting your service lines and departments independently. You will influence the People function and the colleague experience to help leaders solve problems and move projects forward. The ideal candidate will be comfortable with ambiguity, a flexible resource to leaders across service lines and within the People function, and possess a strong sense of ownership and drive to accomplish results. The HR Business Partner serves as the subject matter expert (SME) regarding human resources best practices. The HRBP partners with HR colleagues, key stakeholders and leaders to deliver People-focused service in-line with the organization 0needs and strategic objectives. 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, handles complex and sensitive people management issues, and positively influences management and leadership around the people agenda. Reporting to the Director Employee Relations, the role requires outstanding business acumen and curiosity and thrives on leading and collaborating on complex projects in a fast-paced environment. Responsibilities Strategic Partnership Role is deeply integrated within the organization with an in-depth understanding of respective departments 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. Challenge the status quo using change management and influencing skills; take initiative to improve the people elements within service lines over time. Partner with key stakeholders to ensure relevant communications deliverables.
Employee Engagement
Develops an annual work plan with HR Leadership and Senior Leadership to facilitate the employee engagement survey, including survey design, results reporting, system troubleshooting, and action plans with leaders. Improve work relationships, morale, people experiences, productivity, and retention. Ensure people experience programs and initiatives are communicated and implemented. Provide cross-functional support to influence outcomes in service lines and within HR. Develop change management plans with service line leadership for new initiatives and organizational updates, anticipating impact and advising accordingly.
Leadership Development
Develops and delivers Leadership Development training to improve leadership capability, employee performance, and engagement. Researches and applies adult learning principles and best practices for training content development and delivery. Supports initiatives driven by outside partners and integrates concepts into internal content.
Employee Relations/Performance Management
Participates in the annual performance review process and ensures timely evaluations, including planning and training leaders on the process. Coaches leaders on day-to-day performance management, career development, and disciplinary actions; ensures clear performance objectives. Manages and resolves complex employee relations issues, conducts objective investigations, facilitates resolutions, and recommends discipline/corrective actions. Guides service line leaders on HR issues in line with NAH policies and best practices, including disciplinary, performance, and absence management. Serves as a resource to employees, management and HR to promote positive employee relations and resolve concerns.
Recognition Programs
Participates in employee recognition programs and helps plan and execute recognition events. Develops rewards and recognition programs to acknowledge employee achievements and support growth within NAH.
Administrative
Advises employees and managers on NAH policies and procedures, including training for new colleagues and supervisors. Monitors and updates personnel policies to ensure compliance with federal and state laws and regulations. Responds to EEOC complaints and collaborates with leaders and the third-party administrator on Leave and ADA matters. Coordinates with Legal and Compliance on complex EEOC complaints, subpoenas, and investigations; ensures HIPAA and patient privacy compliance. Provides guidance on discipline, appeals, and FLSA compliance. Ensures compliance with applicable federal and state regulations (e.g., Title VII, FMLA, ADA, FLSA, NLRA, PDA, ADEA). Works independently with minimal supervision.
Compliance/Safety
Reports safety incidents, attends safety trainings, and maintains a safe work environment. Stays current with regulations and company policies affecting the role. Maintains up-to-date certifications/licenses if required, and completes mandatory trainings.
Qualifications
Education : Bachelors degree in business, human resources, psychology, organizational development, healthcare administration or related field Required. Masters Degree Preferred. Certification and Licensure : PHR or SPHR Preferred; SHRM-CP or SHRM-SCP Preferred. Experience :
Minimum of three years direct employee relations experience Required. Minimum of 7 years of demonstrated people experience and HR knowledge across onboarding, recruitment, compensation, benefits, and performance management Required. 3 years of progressive HR experience with a focus on employee relations in a multi-unit, geographically diverse healthcare setting Preferred. In-depth knowledge of US Labor Laws Required.
Note: This role operates in a healthcare environment with technology integrated across departments. #J-18808-Ljbffr