HR Business Partner

Overview

CommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health. With more than 700 care sites across the U.

S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.

S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection.

With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.

This position contributes to the fulfillment of the CHI Health mission and vision by working closely with leadership to strategically identify Human Resources needs for the operation.

Partners closely with the Human Resource Centers of Excellence to ensure successful implementation of newly-created / changed programs, policies and procedures, as well as identifies the most effective mechanisms for communication.

Other aspects of this role include, but are not limited to the following : Provides guidance to leaders on all aspects of Human Resource programs and policies.

Facilitates both leadership and staff-level training and developmental opportunities. Serves as a resource for risk mitigation pertaining to Human Resources laws and regulations.

Responsibilities

Human Resources Business Partner

Location : CHI McAuley Center-12809 W. Dodge St

• Liaison for benefits, performance management, employee engagement surveys, employee resource groups
• Assists in ensuring that appropriate tactics are used to alleviate employee related concerns. Works with management to understand operational needs and plans;

identify risks, resolves human capital and known employee relation issues.

• S upports the material changes to policies and procedures, compensation or other areas that affect employees.
• Provides assistance in researching and addressing issues that pertain to performance management, compensation, employee relations, employee discipline, recruitment, training and human resource policies and procedures by aiding in the analysis of specific concerns.

Makes appropriate recommendations to human resource operational leadership and / or HRBPs.

• R eviews, advises and ensures appropriate actions are taken on employee suspensions, demotions, layoffs, and discharges to ensure compliance with federal and state laws, policies, procedures, and acceptable management practices.
• Investigates a variety of employee-related issues, incidents and complaints that may be in violation of Federal and State law;
• such as EEO, Worker's Compensation and Unemployment. Participates as appropriate in governmental hearings or investigations, including Department of Labor and Office of Equal Opportunity investigations;

assists in the preparation of legal cases and conducts associated investigations as required. Recommends and directs appropriate actions for resolution to HRBP operations director and or HRBPs.

• Assists in compliance, general support and problem resolution with ADA, FLSA, HIPAA, JCAHO, EMTALA and other related regulations and internal policies.
• Assists in readiness for JCAHO survey accreditation within the HR department .
• Provides assistance, as needed, on change projects related to human capital, working with HR Director, HRBPs and management to identify and develop solutions to meet department / unit needs.
• Assist in the coordination of job reclassification by consulting with compensation in the analysis of job responsibilities, job audits, equity studies, job descriptions and preparing personnel requisitions.
• Assists in coordinating employee relations activities such as employee recognition banquet and holiday meals.
• Participates in the delivery of skills training, in such areas as supervision, conflict resolution, interpersonal communication and effective group interaction to leadership and employees.
• Assists in presenting in-services and educating management with regards to general and specific human resources policies, procedures, and documentation.
• Performs other related assignments as required. Establishes and maintains effective working relationships within the operation and organization and maintains the professional competence, knowledge and skill necessary for the satisfactory performance of all assigned responsibilities.

Maintains all necessary records and files to support review and audit.

Qualifications

Bachelor's Degree in Human Resources or related field required

Knowledge of all applicable laws and regulations, i.e. FLSA, FMLA, ADA, EEO. ERISA

Proven ability to make oral presentations and facilitate small or large group training.

Preferred :

Four or more years of Human Resources experience.

HR Generalist knowledge of performance management, recruiting, education, benefits and compensation. Employee relations;

developmental coaching of frontline and middle management preferred.

Prior health care experience

Professional HR Certification