Hr Business Partner

St. John’s Regional Medical Center located in Oxnard California is a recognized as a Top 250 Hospital in the Nation and as one of America’s 100 Best Hospitals for Cardiac Care by Healthgrades. St. John’s Regional is a part of Dignity Health’s Southern California Division and is a member of CommonSpirit Health the largest not-for-profit health care system in the nation boasting an integrated network of top quality hospitals with physicians from the most prestigious medical schools and comprehensive outpatient services - all recognized for quality safety and service. Each hospital is supported by an active philanthropic Foundation to help meet the growing health care needs of our communities. Learn more at www.dignityhealth.org/StJohnsRegional.

This role will primarily located in Camarillo, CA but the role is required to be in Oxnard, CA various times each week. 

As a strategic partner the HR Business Partner (HRBP) aligns business objectives with employees and management in designated departments facilities markets and/or divisions. The HRBP serves as an evidence-based consultant to management on Human Resource related issues including but not limited to employee relations labor relations performance management training policy application organizational development workforce planning ADA interactive process and compensation. The HRBP will conduct assessments and anticipate HR-related needs within their respective client groups making recommendations and developing plans including goals and priorities. The HRBP will pro-actively communicate needs to the HR department colleagues within the Centers of Expertise (CoE) and management. The HRBP seeks to develop integrated solutions and is a change agent and champion for new HR initiatives and programs. The HRBP formulates partnerships across the HR team and CoE to deliver value added service to management and employees that reflect the strategic business objectives of CommonSpirit Health.

Position Details:

• Partner with clients to understand and assess business direction based on the local Market & CommonSpirit Health’s Strategic Plan. Create specific business plans in support of HR-related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with leadership to regularly interpret
  results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.
• Partner with and serve as a resource to employees, management and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage and facilitate the equitable resolution of job-related complaints and concerns.
• Provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
• 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. Serves as a thought partner to assigned clients.
  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.
• Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees. Maintains current knowledge of relevant State and Federal laws, legal rulings and regulations. Consults counsel from our legal partners when necessary.
• Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides direct honest feedback, even when difficult.
• Flexible and adaptable to the changing needs of the regulatory environment, organization, and business needs/requirements.

Minimum Qualifications:

• Bachelor’s Degree and minimum of 3 years HR or leadership experience OR minimum of 5 years HR or leadership experience in the discipline OR Master’s Degree (With relevant experience; equivalent education and/or experience; experience through certifications.)
• HR experience should encompass generalist experience or at least 2 or more areas of specialty e.g. compensation benefits employee/labor relations talent acquisition etc
• Demonstrated employee relations experience with a working knowledge of recruitment, training delivery, benefits and compensation theory/administration.
• Working knowledge of federal and state labor and employment laws FMLA HIPPA ADA COBRA and Affirmative Action Programs
• Working knowledge of Microsoft Office and Google Suite with a strong emphasis on Excel
• Strong interpersonal and influencing skills including excellent verbal and written communication skills

Preferred Qualifications:

• PHR SPHR SHRM-CP or SHRM-SCP preferred.