Human Resources Business Partner - Olympia 266

Description

This Role Will Cover the Olympia, Washington Region - Must Live in the Olympia, WA area

Telecare's mission is to deliver excellent and effective behavioral health services that engage individuals with complex needs in recovering their health, hopes, and dreams.

Telecare continues to advance cultural diversity, humility, equity, and inclusion at all levels of our organization by hiring mental health peers, BIPOC, LGBTQIA+, veterans, and all belief systems.

Full Time; AM; Monday - Friday

Expected starting wage range is $78,235.65 - $96,626.93 annually. Telecare applies geographic differentials to its pay ranges.

The pay range assigned to this role will be based on the geographic location from which the role is performed. Starting pay is commensurate with relevant experience above the minimum requirements.

THE IDEAL CANDIDATE

The ideal candidate for the Human Resources Business Partner (HRBP) role is someone that is a strong complement to the Telecare culture and exhibits behaviors that demonstrate alignment with Telecare's values.

The ideal candidate is someone who has a successful track record of implementing company policies and delivering excellence in HR best practices to regional partners.

We define operational excellence in 4 key areas :

Clinical Quality and Risk Management Excellence . First and foremost, the care we provide to those we serve is paramount.

Demonstrating consistency in care by ensuring staff are well trained, prepared for their work, able to deliver excellent care and respond to the needs of our clients that maximizes clinical outcomes while reducing adverse events within the programs.

Workforce Engagement . Having a workforce that is highly engaged translates into the quality-of-care Telecare is able to provide its clients.

Being able to maintain low turnover and have staff that stay and grow with the organization are key measures of success.

• Customer Satisfaction . Our customers are important. The HR Business Partner needs to be able to regularly interact with internal customers and ensure awareness of Telecare's commitment to delivering high quality care and minimizing unintended outcomes.
• Financial Security . Knowing how to successfully operate within a budget and drive fiscal responsibility through the organization is vitally important to the organization's success.

COMPETENCIES FOR THE IDEAL CANDIDATE

The ideal candidate for Telecare is someone that has a high level of self-awareness, seeks, and integrates feedback from others and is able to reflect on matters that impact those around them.

They know how and when to collaborate, are skilled at navigating complex situations and able to develop the talent and build the team around them to be able to do the same.

The ideal candidate will bring comprehensive knowledge of state and federal employee law, and the application of HR best practices.

Ultimately, the ideal candidate will be someone who is passionate and committed to the vision and purpose of Telecare and is able to provide strong partnerships that are, guided by our values to drive engagement and retention, improve performance and support employee development.

POSITION SUMMARY

The Human Resources Business Partner (HRBP) provides strategic HR and talent support to Program Leaders, teams, and employees across multiple programs and / or corporate functions as assigned.

The HRBP is accountable for the implementation and application of HR best practices and HR related action plans in partnership with regional, program and / or corporate leaders to improve business outcomes.

As a trusted partner, the HRBP is accountable for exercising excellent judgement, decision making and consultancy to recommend and implement HR strategies which drive engagement and retention, improve performance, support employee development, and facilitate learning and development.

The HRBP is accountable for ensuring functional HR integrity, including the fair, equitable, and practical application of Telecare's policies and procedures, ensuring the implementation of our "people practices" are delivered in a way that reflects Telecare's values and is in compliance with all applicable laws and regulations.

REPORTING STRUCTURE

The HR Business partner reports directly to the Regional HRBP Manager.

It is expected that the majority of this individual's work (75-80%) be focused on supporting regional team connected to the Four Pillars : Clinical Quality Excellence, Employee Engagement, Customer Satisfaction, and Financial Security.

The remaining 20-25% of this individuals time will be focused on functional goals and responsibilities.

QUALIFICATIONS

Required :

• A bachelor's degree in human resources or related business field and five (5) years' progressive HR experience preferably in multi-site Hospital or Specialty Healthcare regional services environment, or seven (7) years' diverse and progressive HR experience with increasing responsibility preferably in multi-site Hospital or Specialty Healthcare regional services environment
• Demonstrated comprehensive knowledge of state and federal law and applications
• Demonstrated ability in analytical problem solving
• Excellent written and verbal communication skills to all audience levels
• Demonstrated ability in decision making, judgement and discretion for matters related to employees, legal, customer or regulatory risk.
• Demonstrated ability to work independently and manage multiple ongoing issues and priorities.
• Demonstrated time management and ability to meet commitments by prioritizing deliverables.
• Ability to travel routinely to programs or departments throughout assigned region, approximately 75% on average. Out of state or overnight travel may be required on a case-by-case basis.
• A valid Driver's License in the state located and a driving record acceptable to Telecare's insurers.
• Applicant must be fingerprinted and receive clearance from the Department of Justice
• Must be at least 18 years of age.
• All opportunities at Telecare are contingent upon successful completion and receipt of acceptable results of the applicable post-offer physical examination, 2-step PPD test for tuberculosis, acceptable criminal background clearances, excluded party sanctions, and degree or license verification.

If the position requires driving, a valid driver's license, a motor vehicle clearance, and proof of auto insurance is required at time of employment and must be maintained throughout employment.

Additional regulatory, contractual, or local requirements may apply.

Preferred :

• Master's degree in human resources or related field.
• Three (3) years' experience as an HR Business Partner experience.
• Experience with multi-site organizations.
• Experience in a healthcare organizations.

ESSENTIAL FUNCTIONS

Clinical Quality Excellence

• Effectively partners with assigned stakeholders, consulting on matters of performance management, employee relations, and the application of Telecare's policies and procedures, ensuring the implementation of our "people practices" are implemented in a way that reflects Telecare's values, RCCS and is compliant with all applicable laws and regulations.
• Collaborates routinely with internal HR stakeholders such as Talent Acquisition, LOA, Employee Relations, Training & Development, and People Analytics to incorporate subject matter expertise into HR action plans and ensure business and employee needs are addressed in a timely manner.
• Coaches and consults with leaders and supervisors on Telecare's performance management processes, best practices in documentation, and directly advising leaders on how to address more complex performance issues.

Actively engages Employee Relations in a timely manner and supports investigations as appropriate. Partners with leaders and employees to implement corrective actions as needed.

• Supports the implementation and change management of Regional and Enterprise level initiatives.
• Takes initiative to develop oneself and remain competent in the body of HR knowledge essential to performing the duties of an HRBP.

Employee Engagement

• Develops and implements a rounding schedule, in partnership with program administrators, RDOs or Corporate Leaders and effectively monitors team culture, employee morale, leadership climate, and other people-related risk factors.
• Regularly reviews and incorporates appropriate data / insight from multiple perspectives (metrics, engagement surveys, brown bags, direct observation) and recommends areas for action to program leaders.
• Facilitates and supports program leaders to be effective in adopting and implementing annual employee life-cycle processes such as recruitment and hiring, onboarding, goal setting, annual performance appraisal / review procedures, talent reviews and creation of development plans.
• Contributes to the development and implementation of HR programs, tools / resources, processes, and systems. Participates in process improvement initiatives.
• Demonstrates the Telecare mission, purpose, values and beliefs in everyday language and contact with the internal and external stakeholders.

Customer Satisfaction

• Effectively leads and facilitates leadership discussions, employee meetings, departmental training, and other meetings as assigned.
• Utilizes project management skills to develop high quality action plans that are results driven, and reports on progress and completion.
• Effectively plans and organizes own work and takes accountability for the quality and timeliness of deliverables.
• Builds trusted partnerships; effectively builds trust and appropriately balances perspectives of employees, leaders and the enterprise when resolving issues
• Promotes and maintains professional and effective relationships and communications within the department and with other departments.

Financial Security

Accountable for the successful development and implementation of HR related action plans across assigned Programs and / or corporate functions which drive engagement and retention;

improve performance, support employee development, facilitate learning and development initiatives and address risk mitigation efforts as assigned.

• Provides discretion and support by appropriately handling sensitive employee matters and uses knowledge and judgment to identify and prioritize and escalate issues of significant legal, customer, or regulatory risk.
• Routinely supports the review of employee files and the application of policies and procedures to ensure programs and / or functions are within all applicable laws, regulations, and Telecare policies.

Supports corrective actions as appropriate.

Duties and responsibilities may be added, deleted and / or changed at the discretion of management.

SKILLS

• Excellent written, verbal communication and presentation skills
• Ability to think critically and provide sound recommendations and direction.
• Ability to successfully manage and prioritize competing priorities.
• Ability to operate with the highest level of integrity, confidentiality, and independently.
• Ability to manage workload complexities for multi-site locations.
• Ability to interact with all levels of staff.
• Strong computer skill set; excel, word, power point, HRIS Systems, etc.

PHYSICAL DEMANDS

The physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

The employee is frequently required to walk, stand, sit, twist, bend, and occasionally required squat, kneel, crawl, and climb, as well as to frequently, twist, reach and do simple and power grasping and lift and carry items weighing 25 pounds or less.

The position requires manual deviation, repetition, and dexterity and to occasionally drive and be exposed to uneven walking ground.

Visual requirements include computers and books exposure.

EOE AA M / F / V / Disability

If job posting references any sign-on bonus internal applicants and applicants employed with Telecare in the previous 12 months would not be eligible.

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)