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HR Business Partner

Regional Health


Location:
Rapid City, South Dakota 57701
Date:
11/02/2016
Job Type:
Employee
Job Status:
Full Time
Categories:
  • Employee Relations
Regional Health
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Job Details

Regional Health is currently seeking a Human Resources Business Partner to primarily support Regional Health Home+, a new, wholly-owned non-profit company.

 

About Home+: Regional Health Home+ is an aggregation of existing ancillary services in pharmacy, home health and durable medical equipment with more than 120 employees and a strong balance sheet with the opportunity for (and emphasis on) profitable growth. Currently in the process of being formed, Regional Health Home+ is expected to launch with centralized capabilities in July 2016, full operations by late 2016, and complete integration over three years. 

Overview

The Human Resources Business Partner works closely with top business leaders and managers, providing coaching and driving strategic talent priorities, caregiver engagement, organizational effectiveness, and change management. The HR Business Partners are embedded in the business, yet highly coordinated within the business and across other HR roles.This position will partner with colleagues in the HR Division to design and deliver HR programs to directly address business needs and ultimately drive business results.

 

Responsibilities

  • Acts as a developmental and organizational strategic partner building strong win-win relationships.

  • Incorporates human resource expertise which supports and maximizes departmental performance.

  • Participates in developing strategies that directly support goals of assigned departments.

  • Observes and analyzes process designs, identifying barriers to successful outcomes.

  • Acting as a consultant, provides insightful and detailed analysis of information and recommendations to assist department leadership in meeting performance goals.  

  • Identifies appropriate targets for HR/business statics (i.e. retention rates, time to fill rates, employee engagement) and develops reporting systems for Director/Supervisor.

  • Acts as liaison between employees and supervisory staff, investigating and assisting in the resolution of work-related conflicts.

  • Provides direction to employees and supervisors for matters clearly spelled out in established policies and practices.

  • Provides advice regarding interpretation and application of the following; Human Resource policies & procedures, Federal and State laws, Fair Labor Standards Act, Family Medical Leave Act, Americans with Disabilities Act, Joint Commission, State licensing, Equal Employment Opportunity Commission, Office of Federal Contract Compliance, Affirmative Action, Sexual Harassment, Corporate Compliance and all other employee relations activities.

  • Helps Directors/Supervisors create, communicate, and consistently apply performance development best practices, including coaching and/or corrective action, when necessary.

  • Takes active measures to coach and/or coordinate training to departmental management team members with a goal to increase their leadership, best practices, and HR competencies / expertise.

  • Responds to all Regulatory requests in a clear, accurate and timely manner, preparing documents and witnesses as needed including; Department of Labor, Office of Federal Contract Compliance, Office of Civil Rights, Unemployment Claims, Workers' Compensation, etc.

  • Workforce planning – Identifies current and anticipated staff/talent needs collectively with assigned department leadership. Assists with the development of job design, employee skill development and succession planning.

  • Works in collaboration with assigned departments to assure effective screening/interviewing/selection processes are in place, resulting in hiring the right person the first time, matching people talents to appropriate jobs.

  • HRIS/HCM System Implementation – Assists with the new HCM Workday system implementation (Go-live anticipated June 2017).

  • Actively questions the status quo and challenges staff to think “best-in-class” practices/processes and policies.

    Educational/Experience Requirements

  • Bachelor’s degree in Human Resources, Employee Relations, Business Administration or related disciplines required.

  • 5-7 years of experience in employee relations or other human resources field required.

  • Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR) or SHRM-CP/SHRM-SCP designation preferred.

 

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