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HR Business Partner II

HR Business Partner II

A Brief Overview

Assists and provides direction related to the administration of the hospital's employee / labor relations function to include assistance to management in Employee Relations and Labor Relations matters, to address concerns, explain hospital policies and procedures, and mediate differences between employees and supervisors. Promotes direct communication and positive rapport among employees and supervisors. Monitors utilization of corrective actions to address job performance and other behavioral issues. Ensures compliance with organizational, state, federal and local regulatory employment related laws, standards and practices.

What you will do

• Advises and assists with interpretation and application of personnel policies and procedures, legal and union contract compliance, grievance, discipline and termination issues. Must be able to manage very complex and high volumes of employee relations concerns.
• Counsels management on strategies and tactics to ensure compliance with applicable employment rules, regulations and labor agreements and to promote understanding and consistent application of HR programs and practices. Interprets policies / procedures and recommends problem resolutions.
• Meets with employees on an individual or group basis to hear concerns.
• Advise / recommends corrective action and plans as needed; follows-up to ensure compliance with approved recommendations.
• Encourages problem resolution through the chain of command.
• Recommends changes in existing policies and procedures.
• Works effectively with organizational staff members and leaders, appropriate internal committees / task forces and external agencies / organizations to coordinate and integrate employee relations activities, to obtain information; to answer inquiries and resolve issues / problems.
• Serves as a resource to the HR Business advisory team by assisting and guiding HR Business Partners and coordinator on complicated matters and investigations.
• Coordinates grievance hearings and resolution of issues with management and staff.
• Processes employee grievances in compliance with the grievance procedure. Explains the process to employees and facilitates management review at each level, including the grievance committee as necessary.
• Investigates causes of disputes and administrative grievances.
• Interviews staff and conduct investigations regarding information / issues / problems and reports breaches of law and other improprieties.
• Represents management in grievance hearing and unemployment hearings.
• Ensures timely response of hearings and issues.
• Responds to charges from outside regulatory / compliance agencies. Researches data, collects information and prepares position papers and other documentation for legal hearings; conducts presentation at hearings as required.
• Prepares and maintains required reports, records and files. Establishes reporting and data collection systems on types and frequencies of actions taken concerning grievances and employee relations activities.
• Utilizes computer and information systems to enter, format data and generates statistics, computations, tables, charts and graphs.
• Utilizes analytic skills and statistical analysis to aggregate data to assist with the identification of potential problems and patterns, trends, establish priorities and recommend improvement activities.
• Responds to data requests for various reports and statistical information from other hospital departments as well as appropriate outside agencies within established departmental polices procedures and timeframes.
• Provides data for research and administrative support for HR operations, special projects and studies.
• Assess turnover tends that are related to values, culture, and leadership. Develop retention strategies.
• Develops systems for analyzing, monitoring and reporting employee relations, safety and worker's compensation programs measurements to enhance effectiveness and ability to achieve stated objectives.
• Represents Human Resources as a member of assigned committees. Coordinates special projects; serves on cross-functional teams as a member or leader as assigned. Strongly supports hospital-sponsored employee events.
• Maintains professional credentials and education necessary to keep abreast and maintain a current knowledge of HR principles, concepts and techniques, best practices and current trends. Attends continuing education, staff development, and mandatory programs.
• Works with assigned departments to understand their operations and be a pro-active resource for HR matters.

Qualifications

Physical Demands

Regional One Health is an equal opportunity employer.

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