Hr Business Partner

Your Career. Our Company. Together, We Grow. 

At Southern Illinois Healthcare (SIH), we realize that in order to provide our surrounding communities with excellent care, we must begin by providing our employees with that same care and appreciation. We offer rich opportunities to develop and grow professionally, an environment of excellence in patient care, and the awareness that everything we accomplish is a direct outgrowth of the superb efforts and dedication of our employees.

As a non-profit system of almost 4000 employees, we have won national acclaim for our cancer, cardiac, stroke, bariatric, breast imaging, and rehabilitation services.

$89,518/yr minimum - $143,500/yr maximum (range increases based on education, experience and certifications)

The HR Business Partner (HRPB) is responsible for aligning business objectives with employees and management in designated business units. The HRBP assesses HR related needs and proactively communicates with functional HR teams and business leaders to develop integrated solutions in partnership with key stakeholders in and outside the HR function. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the objectives of the business unit. The HRBP maintains an effective level of business literacy about the business unit's financial position, its plans, its culture and its competition.

• • Safety
  • Manages processes effectively in regard to employee/patient safety.
  • Record Keeping
  • Maintains all required records, reports, statistics, logs, files and other documents as required, including but not limited to payroll, schedules and status changes.
  • Department Management
  • Maintains 24 hour accountability for department, making independent decisions to implement strategies and programs for patient focus.
  • Delegate authority and accountability to staff to ensure optimal outcomes and staff engagement.
  • Evaluates effectiveness of unit/department based programs and processes to ensure optimal outcomes.
  • Process Improvement
  • Promotes a culture of process improvement by establishing unit/department based programs that supports the system’s process improvement goals.
  • Actively participates on system-wide or hospital-based teams.
  • Staffing
  • Manages the unit/department effectively in regards to staffing and staff supervision.
  • Role Specific Responsibilities
    • Develop and execute HR programs that support the organizations’ overall strategic direction. 
    • Establish strong working relationships throughout the organization as a customer service orientated department so that people want to seek out HR for help in working through organizational and people issues.
    • Provide clear leadership by demonstrating understanding of business trends and needs. Contribute to business strategy by helping identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.   Support operational management in forecasting and planning the talent pipeline requirements in line with the function/business strategy.
    • Work closely with management and employees to improve work relationships, build engagement, and increase productivity and retention. Ensure feedback and coaching culture is embedded throughout the organization.
    • Proactively identify and troubleshoot issues that could impede positive employee engagement. Works with business leaders to determine the appropriate action plans in response to employee engagement survey results.
    • Provide day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
    • Manage succession planning and talent review programs for business units. 
    • Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations and provide consultation while maintaining confidentiality and integrity.
    • Work with Talent Management team to develop appropriate system wide policies and programs for employee relations issues.  Establish ongoing education around these issues.
    • Identify training needs for business units and individual coaching needs. Implement appropriate learning interventions. Participate in monitoring of success of training programs. Follow-up to ensure training objectives are met.
    • Understand employee issues and viewpoints. Anticipate employee needs and concerns.
    • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.   Identify legal areas of risk within the business unit as it relates to the human resources area.  Coordinate ongoing education around these issues to mitigate risk.
    • Maintain knowledge of current trends and developments within area of expertise, through methodical research and applying researched knowledge of leading practices within the functional unit where practical.
    • Maintain employment policies and practices which comply with federal and state regulations, e.g. Harassment, EEO, FMLA etc. Provide HR policy guidance and interpretation.
    • Establish strong relationships with other HR functional teams to provide timely and well-planned support

• Bachelor’s degree in HR, Business, or related field required. 
• Master’s degree preferred.
• PHR/SPHR and/or SHRM-CP/SHRM-SCP certification preferred (will be asked to attain within first year of employment).
• Strong computer skills with all MSOffice products.
• Strong analytical and problem-solving abilities; proven ability to think strategically and translate strategies into actionable plans.
• Excellent written, verbal and interpersonal skills working with all levels of employees; must be an articulate and persuasive communicator including excellent presentation skills.
• Strong business acumen; business orientation and perspective indicative of an ability to provide strategic insight and analysis to business issues outside of the immediate human resource function / orientation
• Demonstrated competencies in leadership, collaboration, developing others, process improvement and change management.
• Excellent judgment and discretion required in handling highly sensitive, privileged, confidential and/or non-public information in an appropriate manner.
• Prior experience leading and/or working on multiple projects while simultaneously managing competing priorities.Minimum of 3 years in a HR leadership role required
• Proven ability to develop and sustain positive working relationships and influence others within and outside of direct reporting lines.Extensive knowledge of employment law and employee relations matters. Labor relations experience preferred.
• Strong background/knowledge in multiple HR disciplines; (i.e. employee engagement, employee relations; leadership development; talent management; succession planning; organizational development; legal compliance; compensation; etc.) Thorough knowledge of HR and current industry trends.