HR Business Partner - OU Health

General Description:

The HR Business Partner (HRBP) acts as a member of, and trusted advisor and coach to the leaders of their client group. Provides expert HR advice and strategic and operational solutions that enable the achievement of business strategies. Collaborates closely with Human Resources Centers of Expertise (COE) to develop and implement talent solutions, advocating for the needs of the client group in enterprise-wide HR program development and implementation.

In addition to driving talent management and helping to architect and manage organizational design and change, the HRBP will leverage their own and the HR COE's capabilities to ensure the delivery of HR programs and services including talent/career development, leader/manager coaching and consultation, talent acquisition, compensation processes, performance management, and employee relations. The HRBP role requires a flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations.

Essential Responsibilities:

Responsibilities listed in this section are core to the position. Inability to perform these responsibilities with or without an accommodation may result in disqualification from the position.

• Understands business strategies and partners to assess needs and barriers in order to drive business outcomes through development and delivery of HR strategy and solutions.
• Acts as a trusted advisor and coach to the client group leadership team. Builds deep client understanding and relationships.
• Supports functional leaders in areas of organization design, development, change management, talent management, recruitment, engagement, and retention strategies, and strategic planning.
• In partnership with Center of Expertise (COE) leaders, defines, builds, and implements, and supports value-added HR strategies and solutions across the entire HR ecosystem.
• Represents and advocates for client group needs in enterprise-wide HR program development and implementation.
• Assesses the talent needs of the client group through internal evaluations and external environmental scans to identify current and anticipated talent related issues. Uses data and insights to inform business cases for changes to talent strategies or practices.
• Acts as project lead on HR initiatives and/or point of escalation for unresolved issues requiring alignment to resolution.
• Facilitates talent-related change management activities. Evaluates the impact of proposed changes on employees; advises the client groups on alternatives and change mitigation and management.
• Identifies people related operational improvement opportunities and collaborates with HR COEs and/or business unit leaders to develop and implement improvements.
• Partners with the Employee Relations (ER) COE on escalated or senior-level investigations. Collaborates to monitor and manage the overall ER strategy and to drive needed/helpful management training. Utilizes data analytics and metrics to identify trends and market conditions to define, build and implement value-added HR strategies and solutions.

General Responsibilities:

• Performs other duties as assigned.

Minimum Qualifications:

Education: Bachelor's degree in HR, Business, Organizational Development, or related field required. Master's degree preferred.

Experience: Four (4) years of Human Resources or related experience required. Healthcare experience preferred.

OR equivalent combination of education and experience

License(s)/Certification(s)/Registration(s) Required: None required. Related certification such as PHR, SPHR, HCI-sHRBP, SHRM-CP, preferred.

Knowledge, Skills and Abilities:

• Key competencies for this role include: relationship building; business and financial acumen; problem solving and decision making; project management, data literacy; organizational awareness and savvy; needs analysis; leader and executive coaching and consulting; interpersonal flexibility.
• Must understand the entire talent system and each stage of the employee life cycle and apply that understanding to craft integrated solutions that are thoughtful and reinforced by upstream and downstream talent programs.
• Solid critical thinking, analytical and quantitative skills. Possess the ability to articulate the complexity of business need and the capability to build/develop practical action plans based upon those needs.
• Excellent teaming, interpersonal, negotiation, and analytical skills are required. Must demonstrate the ability to quickly develop credibility with and influence all levels of employees and management staff.
• Strong business acumen, encompassing the ability to see the "Big Picture" within a complex, multi-faceted organization, and initiate change management with client groups.
• Self-directed and have experience in facilitating meetings, utilizing effective presentation skills.

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