Human Resources Business Partner Manager

Make a difference in Human Resources!

An exceptional health system needs to engage top talent to achieve its mission of providing extraordinary healthcare. That requires a world-class Human Resources function, and that's what we're delivering. Join us and make a difference every single day in service of this outstanding work - excellence and innovation in patient care, research, and community service. We're improving our technology, energizing interpersonal climate, facilitating change, and enabling talent. The healthcare industry is exciting! Cedars-Sinai Human Resources is pursuing outstanding service and support for a hardworking workforce passionate about those challenges, engaged in their work, and deft in their ability to adapt to the constantly evolving environment!

What will I be doing in this role?

The Human Resources Business Partner/Manager (HRBPM) leads and supports the alignment of business initiatives with employees and management for their assigned line of business (LOB). The HRBPM will serve as a strategic partner to leadership in the line of business they support and will develop, assess, and anticipate HR related needs and deliver value added service that addresses the initiatives of the organization. Additionally, the role will leverage and formulate partnerships across the Centers of Excellence (COE) to ensure HR deliverables are addressed in a timely and thorough matter. The HRBPM operates with a high level of autonomy, possesses significant subject matter expertise as well as experience working with senior level management within the organization. The HRBPM mentors and develops business leaders and HR team members.

• Consults with leadership at all levels to provide applicable HR guidance, critical evaluation and recommended solutions based on operational drivers or outcomes to include developing and leading implementation plans and analysis of business information to process various ongoing HR actions.
• Leads discussions that focus on learning and organizational development needs to ensure talent management, through meaningful evaluations, clear and proactive career development, and succession planning.
• Manages and resolves employee relations issues, through effective, thorough, and objective investigations and recognizes when to escalate problems to a higher level when warranted.
• Act as a strategic partner in collaboration with leaders to proactively engage and identify people gaps and opportunities, propose changes and facilitate the change processes necessary to mitigate risk.
• Develops and interprets HR specific policies, practices and guidelines across organization and recommends policy changes to support business needs.
• Reinforces difficult decisions that align with organizational strategies and values.
• Facilitates, interprets, and supports departmental action planning because of employee engagements surveys and coach LOB leadership performance and/or behavior by providing specific advice.
• Acts as a lead to provide education, training and development support for HR colleagues, managers, and employees.
• Act as a HR lead to support the HRBP model to support talent management within the LOB and COE.
• Provides strategic consultation to line of business regarding compensation matters to ensure fair market value, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well as the organizations compensation philosophy.
• Assists and provides direction within the HRBP model to help build networks with higher level leaders in the organization.

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