HR Business Partner

Location

Bryan, TX | United States

Job description

Overview

St. Joseph Health – College Station/Bryan TX Since 1936 St. Joseph Health has been caring for the communities in Bryan College Station Brenham Hearne Navasota Caldwell Madisonville and Bellville. With the area’s only Level II Trauma Center the first Joint Commission certified Primary Stroke Center and the first accredited Chest Pain Center in the Brazos Valley; CHI St. Joseph Health is a leader in critical care and the largest provider of cardiovascular care in the region. As an integrated healthcare system CHI St. Joseph Health includes a comprehensive network of over 100 employed providers including primary care physicians specialists and advanced practice clinicians. The network includes more than 20 ambulatory clinics featuring primary care a freestanding Emergency Room Express Clinics and imaging and diagnostic services.

The HR Business Partner will serve as an integral business partner to leaders to ensure that human capital and talent management strategies are aligned with the medical center’s business and operational strategies. Provide HR consulting, assessment, organizational development, talent management, coaching and change management partnership and services to leaders and employees to enhance leadership capabilities and superior decision making.

ESSENTIAL KEY JOB RESPONSIBILITIES
1. Partner: Participates as part of the operational leadership team of assigned business unit or service line.

• Functions as a trusted advisor, partner and active member on the assigned area(s) leadership team(s) by providing HR guidance to support business planning and deliver on key goals.

2. Strategic Alignment: Works collaboratively with designated partners to support and maximize operational performance with particular attention to those activities that lead to the successful accomplishment of organizational strategic priorities and goals.

• Partners to ensure strategic alignment of business unit/service line work with organizational goals, processes, policies, structure and overall strategy that supports the business and drives organizational performance.
3. Business Knowledge: Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/service line being served.

• Drives value by knowing the business and translating business data into actionable information that is used for effective decision making; works with management to understand operational needs and plans, proactively identifying and developing plans for mitigating risks to effective and efficient operational performance.
4. Change Management: Supports the process and use of tools/techniques to manage the people elements of change to achieve desired business outcomes.

• Collaborates with key stake holders to support implementation of change management initiatives and ensures objectives are met that drive overall performance, improve business outcomes and align with strategic objectives. Being resilient in times of change.
5. Culture: Integrate culture standards consistent with the Work Community Value Proposition into business unit/service line practices and processes to ensure all employees experience and engage in supporting the desired work culture.

• Understands and promulgates approaches that lead to the positive, desired work culture articulated in CHI’s Work Community Value Proposition.
• Applies results of culture diagnostic tools, e.g., Performance Culture Assessment (PCA) to help craft appropriate plans for addressing culture development needs identified in the business unit/service lines served.
6. Talent Management: Partners with leaders to identify current and anticipated talent needs

• Collaborates with the operational leaders and others to develop an effective, strategic talent acquisition, retention, and succession approach.
7. Performance and Leadership Coaching: Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members
• Provides guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training and other areas of Human Resources.
• Focus on development, collaboration and assessments; coaches Leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.
8. Centers of Expertise (CoE) Utilization: Collaborates with CoEs to support the accomplishment of business goals and objectives.
• Identifies business unit/service line needs to CoE partners for program and resource solutions that support effective people management and operational performance.
• Assists CoE with the implementation of programs/initiatives to increase awareness and understanding by employees and leaders.
• Works with CoE partners to develop, implement, and improve processes for engagement and communication between the CoE and Business Partners that ensure the effective utilization of the CoEs on an ongoing basis.
9. People Metrics and Analysis: Provides people data, business metrics and information to enhance effective operational performance.
• Provides relevant data on people metrics, analyzing and identifying trends and making recommendations in response to operational needs and develop strategies for future opportunities.
10. Employment and Labor Law: Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees
• Provides effective direction, counsel and advice to management on the interpretation and application of: HR policy and practice, employment and labor laws (i.e. EEOC, ADA, FMLA, HIPAA), Joint Commission, unemployment, etc.

Education and Experience Required:

Bachelor's Degree

Three (3) or more years of progressive HR responsibility

Minimum Knowledge, Skills, and Abilities:

• Demonstrated ability to work tactically in a team environment required.
• Excellent oral, written, and presentation communication skills required.
• Demonstrated ability to collaborate, advice, and influence required.
• Strong computer literacy required, including Excel spreadsheet, Power Point, and Word processing applications.
• Strong Business acumen required.

Disclosure Statement:

The job summary and responsibilities listed above are designed to indicate the general nature of the work performed within this job. They are not designed to contain or be interpreted as a comprehensive inventory of all job responsibilities required of employees assigned to this job. Employees may be required to perform other duties as assigned.

Job tags

Salary