Human Resources Business Partner - Terre Haute Regional Hospital - Terre Haute, IN

Implement Business and HR strategy and programs

• Engage designated leaders to understand talent needs of the businesses and define people strategies

• Implement HCA-wide and LOB or location-specific HR initiatives.

• If applicable, work with the VP of HR and the Labor Relations Center of Excellence to support Labor Relations strategy (i.e., grievance procedures must involve Labor Relations).

Advise leaders on people issues

• Provide HR observations related to departmental issues in meetings and one-on-one. Interpret talent management data for departments and work with VP of HR to develop appropriate initiatives.


• Coach designated leaders through change management, performance management issues, etc.


• Respond to leader questions and requests for information, point them to appropriate self-service tools

Deploy development programs

• Advise leaders on learning and organizational development. May include program implementation such as ensuring completion of employee development plans, updating the succession plan and implementing other programs and tools.


• Deploy HCA career development program tools and processes. Includes coaching leaders, participating in employee career counseling and feedback sessions, equipping managers with standard tools for coaching, feedback & planning.

Support Employee & Community engagement

• Promote and foster a healthy work environment; raise awareness of available programs to assist employees. Implement appropriate employee engagement programs and union avoidance initiatives (as applicable)


• Prepare/coordinate events e.g. holiday celebrations, employee recognition events, service awards, community support


• Coordinate and facilitate employee activity groups and other employee teams (peer reviews)


• Interpret and drive departmental action planning as a result of employee engagement surveys; assess facility “temperature” through formal and informal sensing and plan actions with department managers


• Counsel managers and employees on situational issues; resolve employee conflicts

Implement business performance, quality and patient care initiatives

• Partner with designated leaders to uphold all compliance standards (Joint Commission, Dept. of Labor, HR policies, etc.) and create an environment of compliance/excellence


• Support employee relations, ethics, or compliance investigations (initial interviews & fact gathering); maintain tracking for issues/concerns and handle inquiries from employees or managers


• Deploy performance management/appraisal program tools and processes in their assigned facility areas. Includes coaching, participating in assigning ratings, feedback sessions and developing performance improvement plans.


• Advise designated leaders on performance counseling and discipline procedures; consult on suspension or termination of employment actions; provide information on RIF processes and severance


• Escalate major issues to VP of HR and/or HR Center of Excellence/HR Service Centers when appropriate


• Support measurement of productivity and addressing of productivity issues


• Implement emergency response plans with appropriate leaders

Execute HR operational excellence

• Work with VP of HR and all HR Centers of Excellence to give feedback on strategies and programs to more effectively meet the needs of businesses


• Prepare managers for the compensation planning process and provide compensation budget information.


• Support Total Rewards COE with benefits enrollment at facility level


• Work with designated department leaders on workforce planning, including position control/review; aligning with budget, productivity metrics, resourcing processes, etc. Review and localize job descriptions and compensation with Recruiting and Compensation Centers of Excellence. Assist leadership with temporary/PRN workforce planning & implementation, internship/externship placements and other non-RFT talent processes.


• Perform worker’s comp intake processing; support applicable employee leave of absence/return to work administration at facility level (advising employees on process, completing necessary onsite paperwork, etc.)


• Facilitate local interview process for hiring. Develop and deliver local onboarding and facility orientation programs


• Support effective leader and employee communications


• Support utilization of the HR support model; guide employees to the appropriate channel and ensure proper utilization of HR policies and processes

Qualifications

Experience

• Two plus years of applicable Human Resources experience


• Human Resources Generalist experience in a healthcare or related setting a plus

Education

• Undergraduate College Degree Required

Certifications

• PHR preferred