Smilow Cancer Hospital
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Human Resources Business Partner
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Smilow Cancer Hospital Overview To be part of our organization, every employee should understand and share in the YNHHS Vision, support our Mission, and live our Values. These values - integrity, patient-centered, respect, accountability, and compassion - must guide what we do, as individuals and professionals, every day. The HR Business Partner is a fast-paced, high-volume, front-line provider of quality HR service. The position partners with HR Centers of Expertise, Staff, and Managers across identified client groups to provide effective HR advice and quality HR services. The HR Business Partner serves as the primary point of contact to leaders related to human resource management, policies, procedures, employment law, and fundamentals of all core areas of human resources and ensures ease of access to HR deliverables for clients. HR Business Partner serves as a proactive change agent and provides consultative services including but not limited to: Counsel and support in all areas of human resource management including staffing and retention, employee engagement, workforce safety, employee relations, labor relations (where applicable), talent planning, performance management, compensation, benefits, equal employment opportunity, affirmative action, organizational development, administrative agency matter and litigation support, and compliance with employment and regulatory requirements. The HR Business Partner will engage the Center of Excellence within HR to meet client needs as deeper analysis and support is needed. Consult and work with client group leadership to resolve human resources-related issues and concerns impacting the work environment and a just culture for all staff. Develop strong and supportive relationships with key operational leaders. Responsibilities
Acts proactively to lead and support regular and routine cyclical HR activities as well as responds to business needs by adopting a professional, informed and principles-based approach. Provide the highest standard of client service, accuracy, and timeliness in responding to client needs and maintain information with the requisite level of confidentiality and discretion. Work with clients to enable them to engage with and fully utilize HR systems and business process automation. Build positive relationships with clients. Provide appropriate and effective advice and coaching to employees and managers as needed. Maintain records and write reports associated with case management and prepare complex case-based correspondence for the consideration and action of management. Serves as a consultant to management staff and as an employee advocate, when appropriate. Investigates and leads timely, unbiased, thorough workplace investigations leading to the resolution of open-door concerns. Advise on employee performance management matters and/or conduct matters. Prepare a range of strategic HR documents including but not limited to investigation reports. Supports activities including workforce planning, job development, educational needs assessments, policy development and interpretation, workforce data analysis, employee relations counseling, and conflict resolution. Facilitates the development and execution of strategies in collaboration with human resources’ COE’s and organizational leaders to support the operational objectives of assigned client groups. Participates in policy review, including ensuring policies are clearly communicated and meet organizational objectives. Assesses situations and environments within client groups affecting employee engagement and provides organizational leaders with advice and recommended courses of action. Reviews and analyzes workforce and operational statistics on productivity, turnover, recruiting, patient satisfaction, employee engagement, exit interview data and other Dashboard measures to identify trends, activities, and potential issues within each assigned client group. Qualifications EDUCATION: Bachelor's degree required in a relevant area; Master's degree in a relevant area preferred. EXPERIENCE: Three (3) to five (5) years or more as a Human Resources generalist professional in a specialized role focused on organizational design, employee relations, compensation, change management, talent management, and recruitment/retention activities. SPECIAL SKILLS: Strong knowledge of HR laws and regulations. Excellent relationship management as well as project management skills. Excellent communicator, high levels of emotional intelligence, able to provide specific guidance to clients while maintaining an environment of collaboration and partnership. EEO/AA/Disability/Veteran
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Human Resources Business Partner
role at
Smilow Cancer Hospital Overview To be part of our organization, every employee should understand and share in the YNHHS Vision, support our Mission, and live our Values. These values - integrity, patient-centered, respect, accountability, and compassion - must guide what we do, as individuals and professionals, every day. The HR Business Partner is a fast-paced, high-volume, front-line provider of quality HR service. The position partners with HR Centers of Expertise, Staff, and Managers across identified client groups to provide effective HR advice and quality HR services. The HR Business Partner serves as the primary point of contact to leaders related to human resource management, policies, procedures, employment law, and fundamentals of all core areas of human resources and ensures ease of access to HR deliverables for clients. HR Business Partner serves as a proactive change agent and provides consultative services including but not limited to: Counsel and support in all areas of human resource management including staffing and retention, employee engagement, workforce safety, employee relations, labor relations (where applicable), talent planning, performance management, compensation, benefits, equal employment opportunity, affirmative action, organizational development, administrative agency matter and litigation support, and compliance with employment and regulatory requirements. The HR Business Partner will engage the Center of Excellence within HR to meet client needs as deeper analysis and support is needed. Consult and work with client group leadership to resolve human resources-related issues and concerns impacting the work environment and a just culture for all staff. Develop strong and supportive relationships with key operational leaders. Responsibilities
Acts proactively to lead and support regular and routine cyclical HR activities as well as responds to business needs by adopting a professional, informed and principles-based approach. Provide the highest standard of client service, accuracy, and timeliness in responding to client needs and maintain information with the requisite level of confidentiality and discretion. Work with clients to enable them to engage with and fully utilize HR systems and business process automation. Build positive relationships with clients. Provide appropriate and effective advice and coaching to employees and managers as needed. Maintain records and write reports associated with case management and prepare complex case-based correspondence for the consideration and action of management. Serves as a consultant to management staff and as an employee advocate, when appropriate. Investigates and leads timely, unbiased, thorough workplace investigations leading to the resolution of open-door concerns. Advise on employee performance management matters and/or conduct matters. Prepare a range of strategic HR documents including but not limited to investigation reports. Supports activities including workforce planning, job development, educational needs assessments, policy development and interpretation, workforce data analysis, employee relations counseling, and conflict resolution. Facilitates the development and execution of strategies in collaboration with human resources’ COE’s and organizational leaders to support the operational objectives of assigned client groups. Participates in policy review, including ensuring policies are clearly communicated and meet organizational objectives. Assesses situations and environments within client groups affecting employee engagement and provides organizational leaders with advice and recommended courses of action. Reviews and analyzes workforce and operational statistics on productivity, turnover, recruiting, patient satisfaction, employee engagement, exit interview data and other Dashboard measures to identify trends, activities, and potential issues within each assigned client group. Qualifications EDUCATION: Bachelor's degree required in a relevant area; Master's degree in a relevant area preferred. EXPERIENCE: Three (3) to five (5) years or more as a Human Resources generalist professional in a specialized role focused on organizational design, employee relations, compensation, change management, talent management, and recruitment/retention activities. SPECIAL SKILLS: Strong knowledge of HR laws and regulations. Excellent relationship management as well as project management skills. Excellent communicator, high levels of emotional intelligence, able to provide specific guidance to clients while maintaining an environment of collaboration and partnership. EEO/AA/Disability/Veteran
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