Memorial Healthcare System
Human Resources Business Partner
Memorial Healthcare System, Florida, New York, United States
Human Resources Business Partner
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Summary The Human Resource (HR) Business Partner serves as an internal consultant and strategic value creator for the businesses – driving business outcomes and translating needs into a people agenda that cultivates a customer‑centric culture. Enables business growth through talent strategy, utilizing market knowledge, analytics and leveraging HR’s organizational capability. Provides strategic influence and vision to the business, focused on a 3‑5‑year horizon.
Responsibilities
Develops framework and requirements for building capabilities specific to the facility (i.e., build framework to assess organizational capabilities that includes identifying gaps in capability against the people strategy, and criteria to determine whether talent can be developed or acquired, or if the organization needs to design/update role profiles to close the gap(s)).Leads succession planning activities for assigned client group: select and develop key talent to ensure there is talent to fill critical roles.
Guides process of optimizing organizational design to increase productivity and improve performance of the business.
Identify what is needed to drive culture, competitive advantage, leadership pipeline, and desired work environment for the business.
Partners with leaders to assess and evaluate the impact of change initiatives within the facility, as well as ensuring change management strategies are developed and implemented. (i.e., implementation of change management plan at the facility for the new HR technology or initiatives)Shares facility‑specific and HR customer insights with the broader HR organization to shape best‑in‑class employee experience across Memorial Healthcare (i.e., identifying, prioritizing, selecting, implementing and communicating improvement opportunities within the HR processes through user‑focused process design) Includes driving adoption of the digital experience.
Utilize resources within HR COEs to identify strategic needs of the facility client group to drive culture, competitive advantage, leadership pipeline, and desired work environment for the business.
Co‑owns workforce analytics metrics on performance scorecard with business / client group leaders.
Leads strategic workforce planning efforts, ensuring the facility’s workforce has the right size, shape, cost, and agility for the future.
Utilizes people management data and analysis tools to inform development of strategies and recommendations.
Implements talent management solutions, programs, and policies (i.e., annual performance reviews, goal setting, etc.)
Education and Certification Requirements Bachelors: Human Resources (Required)
Required Work Experience Three (3) years’ experience in Human Resources or related field. Experience in a strategic consultative role preferred.
Other Information Certification in HR (SPHR, SHRM‑SCP) is preferred. Masters degree in related field is preferred. Additional Education Info: or Business Administration or In a job related field.
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Summary The Human Resource (HR) Business Partner serves as an internal consultant and strategic value creator for the businesses – driving business outcomes and translating needs into a people agenda that cultivates a customer‑centric culture. Enables business growth through talent strategy, utilizing market knowledge, analytics and leveraging HR’s organizational capability. Provides strategic influence and vision to the business, focused on a 3‑5‑year horizon.
Responsibilities
Develops framework and requirements for building capabilities specific to the facility (i.e., build framework to assess organizational capabilities that includes identifying gaps in capability against the people strategy, and criteria to determine whether talent can be developed or acquired, or if the organization needs to design/update role profiles to close the gap(s)).Leads succession planning activities for assigned client group: select and develop key talent to ensure there is talent to fill critical roles.
Guides process of optimizing organizational design to increase productivity and improve performance of the business.
Identify what is needed to drive culture, competitive advantage, leadership pipeline, and desired work environment for the business.
Partners with leaders to assess and evaluate the impact of change initiatives within the facility, as well as ensuring change management strategies are developed and implemented. (i.e., implementation of change management plan at the facility for the new HR technology or initiatives)Shares facility‑specific and HR customer insights with the broader HR organization to shape best‑in‑class employee experience across Memorial Healthcare (i.e., identifying, prioritizing, selecting, implementing and communicating improvement opportunities within the HR processes through user‑focused process design) Includes driving adoption of the digital experience.
Utilize resources within HR COEs to identify strategic needs of the facility client group to drive culture, competitive advantage, leadership pipeline, and desired work environment for the business.
Co‑owns workforce analytics metrics on performance scorecard with business / client group leaders.
Leads strategic workforce planning efforts, ensuring the facility’s workforce has the right size, shape, cost, and agility for the future.
Utilizes people management data and analysis tools to inform development of strategies and recommendations.
Implements talent management solutions, programs, and policies (i.e., annual performance reviews, goal setting, etc.)
Education and Certification Requirements Bachelors: Human Resources (Required)
Required Work Experience Three (3) years’ experience in Human Resources or related field. Experience in a strategic consultative role preferred.
Other Information Certification in HR (SPHR, SHRM‑SCP) is preferred. Masters degree in related field is preferred. Additional Education Info: or Business Administration or In a job related field.
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