Human Resources
3 weeks ago
**About Us: HIA is a healthcare organization dedicated to the transformation of healthcare through innovation across a continuum of personalized healthcare service delivery, consulting services and Technology solutions.**
**Job Summary**
**The HR Business Partner must be a transformational leader providing the vision, direction, strategy, tactics, and operational excellence to support Innovation, Strategy, Retention and Service Excellence. You will counsel senior leaders, help them analyze problems and create solutions in a complex, changing healthcare environment. Your HR leadership will impact employee engagement, performance and planning of key talent to help grow the business and maintain a competitive advantage in the marketplace.**
**Responsibilities**:
**HUMAN RESOURCES = 50 %**
- **Acts as a liaison with recruitment, compensation and benefits, employee services, learning services, systems training and consulting, talent management and employee relations to ensure that all human resources needs are communicated and managed to meet the needs of the business.**:
- **Supports the design, development, and implementation of the human resources strategic plan through the understanding of the transformation goals and objectives, operating environment, culture, opportunities and constraints.**:
- **Supports the business process by providing human resources expertise that enhances communication, and facilitates the design of strategies to attract, retain, and develop talent.**:
- **Facilitates effective communication to provide cohesive and productive interactions with all departments of the Human Resources division.**:
- **Participates in Company-wide initiatives/projects acting as HR business transformation representative to provide direction and information on best practices and processes, identifying interdependencies which have a people impact, and influencing the decisions made.**:
- **Manages the process to establish and implement human resources best practices.**:
- **Develops and mentors staff through on-boarding, open communication, training and development opportunities and performance management processes; builds and maintains employee morale and motivation; ensures the team is appropriately staffed with required competencies; fosters a diverse and inclusive workplace.**
**OPERATIONS = 45 %**
- **Serves as a trusted advisor to the CEO and other executives. Counsels senior leaders on all aspects of HR implications involved in restructurings, re-organizations, new business opportunities, mergers, acquisitions, joint ventures, and divestitures. Ensures that all necessary teas are actively engaged in the process, as well as other HR groups, to ensure delivery of services and solutions.**:
- **Leads and manages the annual compensation and performance management / calibration process for core technical, executive, and critical capability roles.**:
- **Understands the business challenges and partners with business leaders & CEO to diagnose and develop interventions that drive the Team Member experience, engagement and retention. Envisions, directs, and deploys strategic HR solutions. Prioritizes solutions around the targeted business, key critical/cultural capabilities.**:
- **Leads enterprise workforce & talent planning. Collaborates with senior executives to assess current, interim, and future HR needs and manpower forecasting to ensure a balance between optimal and peak staffing and effective cost management.**:
- **Consults with the enterprise on capability and OE initiatives**:
- **Models HR service and solution requirements against current and future operating requirements and allocates/seeks additional resources to exceed client expectations. Ensures that HR staffing model effectively meets both retail and non-retail operational requirements.**:
- **Aligns HR services and solutions activities, plans, and programs with the strategic plan to ensure that all supporting services drive achievement of objectives, both short
- and long-term, in a cost effective / efficient manner and with primary focus on Team Member experience.**:
- **Proactively deploys tools and resources to address adverse/complex employee relations/engagement trends.**:
- **Identifies sources of positive trends and implements/shares best practices across the HR function.**:
- **Provides leadership, mentoring and coaching for all staff and fosters a culture of customer centricity, accountability, innovation and team building.**
**PAYROLL = 5 %**
- **Maintains payroll information by designing systems; directing the collection, calculation and entering of data.**:
- **Maintain and update all payroll records.**:
- **Monitor compliance of all operational policies and processes against state and federal rules and laws.**:
- **Process payroll and ensure that it is submitted on a timely basis.**:
- **Ensure that all changes and updates are included in the HRIS system and matched in payroll and put into the file for r
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