Human Resources Business Partner

Yale New Haven Health

18d ago

Job
Full-time
Mid & Senior Level
Consulting
People, HR & Administration
New London

AI generated summary

You need a bachelor's degree, 3-5 years in HR, strong knowledge of HR laws, excellent communication and analytical skills, and the ability to manage multiple priorities and drive results.
You will lead HR activities, advise managers on employee relations, facilitate conflict resolution, analyze workforce data, and ensure compliance with policies and laws while supporting operational goals.

Requirements

EDUCATION
Bachelor's degree required in a relevant area; Master's degree in a relevant area preferred.
EXPERIENCE
Three (3) to five (5) years or more as a Human Resources generalist professional in a specialized role focused on organizational design, employee relations, compensation, change management, talent management, and recruitment/retention activities. Other relevant work experience (e.g., Human Services, Healthcare) will be considered in lieu of the above Human Resources experience.
SPECIAL 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. Proven team player with excellent interpersonal communication and organizational skills. Strong analytical skills and experience with data analysis, metrics, and reporting. 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 positively influence employees/leaders at all levels to drive outcomes. Critical thinking and creative problem solving. Demonstrated ability to manage multiple and sometimes competing priorities. Strong ability to deal with ambiguity and lead others during periods of intense change.

Responsibilities

The HR Business Partner acts proactively to lead and support regular and routine cyclical HR activities as well as responds to business needs by adopting a professional, informed and principles-based approach.
Provide the highest standard of client service, accuracy, and timeliness in responding to client needs and maintain information with the requisite level of confidentiality and discretion.
Work with clients to enable them to engage with and fully utilize HR systems and business process automation. Identify where further support or interventions may be required to assist clients to adapt to these new technologies and to track and monitor workflow actions to enhance the effectiveness and efficiency of the HR service.
Build positive relationships with clients. In partnership with organization stakeholders, monitor, assess and promote a positive employee and labor relations strategy. Demonstrate confidence, empathy, and sound business judgment in interactions and advice.
Provide appropriate and effective advice and coaching to employees and managers as needed. Advise and coach managers to create and sustain a high-performance workforce. Confidently communicate approaches with managers to assist with the resolution of sensitive employee issues, performance matters, disciplinary issues, and grievance/conflict resolution.
Maintain records and write reports associated with case management and prepare complex case-based correspondence for the consideration and action of management.
Serves as a consultant to management staff and as an employee advocate, when appropriate. Advises management staff and employees regarding their rights and responsibilities under state, federal and local laws, as well as YNHHS policies. Advise on Human Resources' best practices to achieve effective and consistent implementation of all laws, and policies to produce positive relations with all employees.
Provides facilitation and dispute/conflict resolution advice to department managers and staff.
Investigates and leads timely, unbiased, thorough workplace investigations leading to the resolution of open-door concerns, including but not limited to working conditions, disciplinary actions, employee and applicant appeals and grievances, employee complaints, harassment allegations, terminations, discrimination, situations involving interpersonal conflict in the workplace, and ensuring adherence to the YNHHS policies, procedures and guidelines.
Advise on employee performance management matters and/or conduct matters, including utilization of performance and/or conduct management tools to ensure optimal performance of staff.
Prepare a range of strategic HR documents including but not limited to investigation reports.
Supports 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.
Facilitates the development and execution of strategies in collaboration with human resources' COEs and organizational leaders to support the operational objectives of assigned client groups.
Participates in policy review, including ensuring policies are clearly communicated and meet organizational objectives. Interprets HR policies and procedures and works with HR colleagues, and leaders on identified opportunities for policy, procedure, and process improvement.
Assesses situations and environments within client groups affecting employee engagement and provides organizational leaders with advice and recommended courses of action based on operating guidelines, policies, and applicable law in order to create and maintain a positive employee environment. Provides necessary education and coaching to client leaders to support these recommendations and works with HR functional areas to provide required training opportunities consistent with other organizational priorities.
Reviews and analyzes workforce and operational statistics on productivity, turnover, recruiting, patient satisfaction, employee engagement, exit interview data and other Dashboard measures to identify trends, activities, and potential issues within each assigned client group. Utilizes staffing mix standard work to guide leaders towards staffing approaches to achieve operational goals and outcomes.

FAQs

What is the role of a Human Resources Business Partner?

The HR Business Partner serves as a front-line provider of quality HR services, partnering with HR Centers of Expertise and managers to provide effective HR advice and support on various human resource management areas.

What are the primary responsibilities of an HR Business Partner?

Key responsibilities include providing HR advice and coaching, maintaining records, facilitating conflict resolution, conducting workplace investigations, and supporting workforce planning and employee engagement initiatives.

What qualifications are required for this position?

A Bachelor's degree is required, and a Master's degree is preferred. Additionally, three to five years of experience in a HR generalist role focused on areas such as employee relations and talent management is required.

What skills are necessary for success in this role?

Strong knowledge of HR laws and regulations, excellent relationship and project management skills, high emotional intelligence, analytical skills, and the ability to influence and collaborate effectively are essential for success.

Does the HR Business Partner interact with management and employees?

Yes, the HR Business Partner serves as a consultant to management and an advocate for employees, providing advice, coaching, and support in various HR matters.

Is experience in healthcare or human services considered for this role?

Yes, relevant work experience in healthcare or human services can be considered in lieu of specific human resources experience.

What is the expected approach to handling workplace investigations?

The HR Business Partner is responsible for leading timely, unbiased, thorough workplace investigations and ensuring adherence to policies and guidelines when resolving open-door concerns.

Are there opportunities for professional development in this position?

Yes, the role involves supporting training opportunities and the development of HR strategies that align with organizational priorities, which provides avenues for professional growth.

How does the HR Business Partner support employee engagement?

The HR Business Partner assesses situations affecting employee engagement and provides leaders with recommendations to create a positive employee environment.

What is the work culture like within this HR role?

The culture emphasizes values such as integrity, respect, accountability, and compassion, with a strong focus on collaboration and partnership across all levels of the organization.

Yale New Haven Health

Science & Healthcare

Industry

1001-5000

Employees

1996

Founded Year

Mission & Purpose

Yale New Haven Health is making it easier for people to access the latest medical treatments, advanced research and innovations through our five outstanding hospitals – Yale New Haven, Bridgeport, Greenwich, Lawrence + Memorial and Westerly – and our affiliation with the prestigious Yale University and its highly-ranked Yale School of Medicine. Plus, our patients benefit from access to hundreds of dedicated primary care physicians and specialists in Northeast Medical Group and Yale Medicine. We also have advanced clinical relationships with multiple hospitals and numerous outpatient locations throughout the state so you can get the care you need, when you need it. As one organization, we’re working together to make health care more patient-focused, more accessible and more cost-effective. Some call it personalized medicine. We call it good care. For more information, check out the YNHHS Web site: www.ynhhs.org