About this Employee Relations Business Partner role at Banner Health
Primary City/State:
Phoenix, ArizonaDepartment Name:
Admin-ClinicWork Shift:
DayJob Category:
Human ResourcesWe are honored to have earned Great Place To Work® Certification™ for a third year in a row. This recognition reflects the dedication, expertise and compassion of our team members, who make Banner Health a great place to work.
Banner health is seeking a skilled and compassionate Employee Relations Business partner to join our team - a role where your expertise directly supports team members in fostering a respectful thriving environment.
If you're a healthcare-savvy professional who thrives on meaningful casework, collaborative problem-solving, and making a real impact in a fast-paced academic environment, this is your opportunity to grow your career with a fantastic team.
Monday - Friday 8am - 5pm
Banner University Medical Group is our nonprofit faculty practice plan associated with the University of Arizona Colleges of Medicine in Phoenix and Tucson. Our 1,100-plus clinicians provide primary and specialty care to patients at highly ranked Banner - University Medical Centers and dozens of clinics while providing mentorship to more than 1,200 residents and fellows. Our practice values and encourages the three-part mission of academic medicine: research, education and excellent patient care.POSITION SUMMARY
This position is a system focal point for implementing and managing employee relations programs and initiatives. Investigates and resolves employee relations concerns impacting the work environment. Role provides multiple facility managers and Human Resources Consultants with counsel and support in employee relations investigations to include compliance with equal employment opportunity, affirmative action, training and development, and compliance with State and the Joint Commission human resources standards.
CORE FUNCTIONS
1. Assesses situations and environments affecting employee relations, and provides leaders with advice and recommended courses of action based on operating guidelines, policies and applicable federal and state laws.
2. Reviews and analyzes facility employee and operational statistics on HR compliance related concerns, complaint investigations, external charges, comply line trends, turnover, and employee engagement to identify trends, activities, and potential issues within each department.
3. Provides timely assistance in addressing manager/employee requests or complaints, and keeps involved parties informed about status. Role requires recording and trending of data to aid in formulating conclusions.
4. Maintains required documentation within case management system; including intake and investigative notes, supporting documents and final reports. Inputs all complaints and investigation resolution into assigned spreadsheet.
5. Acts as a resource to staff and leaders in the area of employment practices related to Human Resources regulations such as EEO, Affirmative Action, ADA, etc.
6. Develops training for leaders, Human Resources staff and employees to ensure consistency and compliance within regulatory requirements and related policies and procedures. Partners with other system functions for consistent delivery of training.
7. Stays abreast of activities in other areas of Human Resources and positively and reliably represents all of HR to facility staff and managers. Appropriately conveys concerns and issues to stakeholders.
8. Collaborates with all HR teams to enhance and facilitate performance improvement, maintain effective communication between all areas of HR and entity operations and to develop and implement system, region, entity and department level goals and objectives.
9. Interacts with all levels of management and employees, often relaying highly sensitive messages, coaching and counseling managers in appropriate application of programs and policies, and dealing with highly complex, and sometimes emotional situations.
MINIMUM QUALIFICATIONS
Proficiency level typically gained through a combination of a four year degree in Human Resources, Management, Business, or related field along with several years of increasingly responsible work experience in HR.
Requires three to five years as Human Resources generalist with experience in employment law, conflict resolution, employee relations, and general Human Resources management. Needs basic familiarity with principles of compensation, recruiting, and organizational development. Needs effective interviewing skills, with attention to detail, accuracy, deadlines, and confidentiality. Able to communicate effectively and with sensitivity about employee issues. Requires proven ability to analyze complex situations considering multiple factors. Demonstrated ability to conduct investigations, perform research and accurately document findings to support the company’s position is required. An ability to communicate effectively formally and informally in small and large groups, including making executive level presentations; understanding of organization and facility operations; highly developed business case development and project management skills. PC skills including working knowledge of the Microsoft environment and the ability to access, manipulate, organize and relay information in a meaningful way. Demonstrated ability to deal with personal and highly confidential information in a professional manner. Ability to work in a fast-paced team environment.
PREFERRED QUALIFICATIONS
Professional in Human Resources or Senior Professional in Human Resources (PHR or SPHR) designation preferred. Past experience in health care environment highly desirable.
Additional related education and/or experience preferred.
EEO Statement:
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