À propos de ce poste HR Business Partner - Lahey Hospital & Medical Center chez Beth Israel Lahey Health
When you join the growing BILH team, you're not just taking a job, you’re making a difference in people’s lives.
The Human Resources Business Partner (HRBP) reports to the HRBP Leader and provides HR support working with centralized Centers of Expertise on HR service delivery for Beth Israel Lahey Health (BILH) and its affiliates. Provides consultative support and partnership to assigned leaders and employees to drive human capital initiatives and associated business results. Coordinates activities and ensures successful achievement of objectives related to employee engagement, workforce management, performance management, talent acquisition, communications, and change management. The HRBP impacts overall business performance and employee engagement by providing strategic, creative, and collaborative leadership across assigned groups. Further, this role proactively diagnoses issues and opportunities, and takes necessary action to bring timely resolution.Job Description:
Essential Duties & Responsibilities including but not limited to:
1. Partners with leaders in the planning process to ensure strategic plans drive business results, optimize performance, and align with company values. Contributes to the development and delivery of people strategies, and helps to drive business and organizational performance.
2. Understands general business conditions that affect BILH stays current on trends within HR to present an informed point of view.
3. Provides guidance, coaching, and consultation regarding leading people and organizational management practices to develop staff.
4. Encourages employees and managers to embrace new philosophies, technologies, and company initiatives.
5. Resolves employee relations matters by providing effective solutions and coaching to drive productivity, high performance and engagement.
6. Provides input to HR Centers of Expertise (COEs) regarding specific functional strategies, programs, and practices to ensure that they meet business needs. Serves as an advocate for business leaders and employees.
7. Uses organizational diagnostics to proactively identify and react to key talent/employee engagement challenges and opportunities in the business. Partners with leaders and HR Centers of Expertise (COEs) to craft, select, implement, and/or support solutions.
8. Leads conversations with teams on sourcing, recruiting, and staffing plans, and partners with the Talent Acquisition team to determine and support hiring plans.
9. Coaches leaders on change management strategies in accordance with BILH change management methodology.
10. Supports all aspects of HR during restructurings.
11. In partnership with senior HR leaders, provides consultation regarding team, department, or other business/operational restructuring.
Bachelor's degree in Business, HR, or related field required.
5-8 years’ related work experience required.
Minimum of 5 years’ Human Resources generalist experience across multiple disciplines (e.g., workforce planning; talent acquisition; career development) while interpreting and applying HR policies, procedures, programs, and processes.
Solid knowledge of employment law.
Experience effectively managing and resolving employee relations matters, including conducting investigations, as needed.
Experience working in a cross-functional team environment.
Excellent interpersonal, facilitation, communication and consulting skills.
Ability to assess needs, influence, collaborate and partner at all levels across the organization.
Ability to work well under pressure and flexible in adapting and responding to changing situations.
Advanced skills with Microsoft applications which may include Outlook, Word, Excel, PowerPoint or Access and other web-based applications.
May produce complex documents, perform analysis and maintain databases.
Pay Range:
$100,000.00 USD - $130,000.00 USDThe pay range listed for this position is the annual base salary range the organization reasonably and in good faith expects to pay for this position at this time. Actual compensation is determined based on several factors, that may include seniority, education, training, relevant experience, relevant certifications, geography of work location, job responsibilities, or other applicable factors permissible by law.
