Hr Business Partner (Hybrid)

POSITION SUMMARY:
The Human Resources (HR) Business Partner provides consultative support for workforce issues that impact the overall operational strategy for the core business functions of the organization and the assigned client groups. 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. Specific consultative services that the HR Business Partner will provide include:

• Counsel and support in all areas of human resource management including staffing and retention, employee engagement, workforce safety, employee relations, talent planning, performance management, compensation, benefits, equal employment opportunity, affirmative action, organizational development, and compliance with employment and regulatory requirements. The HR Business Partner will call upon subject matter experts 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.

EDUCATION/TRAINING:
MINIMUM

• Bachelor's degree in a relevant area

PREFERRED

• Graduate degree in either human resource management, business, healthcare administration, law, or a similar program with an analytic focus

LICENSURE/CERTIFICATION:
MINIMUM

• None

PREFERRED

• SPHR

EXPERIENCE/SKILLS/ABILITIES:
MINIMUM

• Five years as an HR generalist or professional in a specialized role, focused on organizational design, employee relations, compensation, change management, talent management and recruitment/retention activities

PREFERRED

• Seven or more years as either an HR generalist, manager, or consultant in a complex healthcare organization with demonstrated expertise in at least three functional HR areas

REQUIRED 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
• Ability to understand business plans and to develop impactful HR solutions in response to those plans
• Highly collaborative, able to build strong relationships with HR colleagues to drive results to the clients and HR
• Ability to influence employees/leaders at all levels to drive outcomes
• Critical thinking and creative problem solving
• Demonstrated ability to manage multiple and sometimes competing priorities
• Proven team player with excellent interpersonal communication and organizational skills
• Strong analytical skills and experience with data analysis, metrics, and reporting

ESSENTIAL FUNCTIONS:

1. Partners with operational leaders, in collaboration with human resources' subject matter experts on talent strategies needed to meet the strategic and operational demands of the department. The HR Business Partner will conduct job analysis and consider organizational and job design to develop options for operational leaders to consider.

1. Supports organizational initiatives by leading HR design and redesign efforts, including organizational structure development, position description, title structure, recruiting and supporting compensation decisions in alignment with strategic goals of the organization. Develops and implements an HR communication plan for these efforts.

1. Leads or participates in activities including workforce planning, job development, educational needs assessments, policy development and interpretation, workforce data analysis, employee relations counseling, and conflict resolution, to support the effectiveness of departments within assigned client groups.

1. As part of the job analysis, partners with Career Pathways and apprenticeship programs to attract talent to difficult to recruit positions.

1. Analyzes and understands current workforce needs, proactively intervening, using workforce analytics for position forecasting.

1. Analyzes and understands current workforce needs, proactively intervening, using workforce analytics for position forecasting.

1. Mentors leadership competency development in alignment with UW Health Way.

1. Coordinates functional areas of HR to work as a cohesive team in accomplishing common goals.

1. Develops and executes strategies in collaboration with human resources' subject matter experts and organizational leaders to support the operational objectives of assigned client groups.

1. In collaboration with Performance Management, provides consultation as needed to client leaders on employee relations issues of high complexity, and assists management with assessment of performance improvement needs and the development of associated action plans.

Our Commitment to Diversity, Equity, and Inclusion
UW Health is committed to being a diverse, inclusive and anti-racist workplace and is an Equal Employment Opportunity, Affirmative Action employer. Our integrity shines through in patient care interactions and our daily work practices as we work to embrace the knowledge, unique perspectives and qualities each employee and faculty member brings to work each day. Applications from Black, Indigenous and People of Color (BIPOC) individuals, LGBTQ+ and non-binary identities, women, persons with disabilities, military service members and veterans are strongly encouraged. EOE, including disability/veterans.