HR Business Partner - Versiti, Inc.

Versiti is a fusion of donors, scientific curiosity, and precision medicine that recognize the gifts of blood and life are precious. We are home to the world-renowned Blood Research Institute, we enable life saving gifts from our donors, and provide the science behind the medicine through our diagnostic laboratories. Versiti brings together outstanding minds with unparalleled experience in transfusion medicine, transplantation, stem cells and cellular therapies, oncology and genomics, diagnostic lab services, and medical and scientific expertise. This combination of skill and knowledge results in improved patient outcomes, higher quality services and reduced cost of care for hospitals, blood centers, hospital systems, research and educational institutions, and other health care providers. At Versiti, we are passionate about improving the lives of patients and helping our healthcare partners thrive.

The HRBP is the primary HR leader for their respective state(s). This position is responsible for driving results through the implementation of Versiti-wide programs and policies. Serves as a member of the state leadership team to create and maintain organizational culture; resolve operational issues; and provide consulting or advice on HR matters. Acts as liaison between local leadership and HR areas of expertise. Provides overall management and direction on HR matters across lines of business and assures the effective implementation of HR strategies and programs at the state level. Collaborates with Strategic Service Line Business Partners and HR Centers of Expertise in developing HR strategies and implementing HR programs and solutions in support of business strategic needs. Responsible for overall compliance with county, state and federal law impacting employment. Conducts thorough investigation and evaluation when addressing various business situations. Owns issues from start to finish to ensure appropriate parties are brought in and proper resolution is obtained; circles back with employee or key stakeholder to ensure issue has been resolved. May support or lead initiatives across states, as required. May supervise others directly or indirectly.

• Responsible for cultivating employee engagement, through effective administration of employment law, HR policies, programs, leadership development, and initiatives.
• Provides coaching and guidance to employees and leaders in all HR matters (employee relations, employee engagement, performance management, effective workplace dynamics, and others). Identifies when escalation is appropriate and coordinates resolution with the corresponding HR parties.
• Coordinates with and provides support to Strategic HR Business Partners and Centers of Expertise in the administration and decision-making process impacting employees in the respective business units. Ensures effective delivery of HR initiatives and ensures a unified HR delivery approach.
• Remains current and advises others on legal or regulatory compliance employee matters impacting business operations and takes action to assure compliance.
• Attends state leadership meetings and provides a unified HR perspective to business and employee matters.
• Influences local leaders to drive a One Versiti Perspective and to bring them along to your point of view.
• Recommends new approaches, policies, and procedures to drive continual improvements in efficiency of department and services performed.
• Responsible for effective management of employee relations issues and concerns including monitoring employee engagement, gathering information, using critical thinking skills, conducting investigations, and advising leaders, as required, on critical next steps. Makes recommendations for corrective actions and provides advice to leaders in their implementation.
• Responsible for the effective state implementation and administration of HR policies, programs, and initiatives across business units, including DE&I, Talent Development, Total Rewards, Leaves of Absence, Talent Acquisition, Employee Recognition Programs and others. Ensures Centers of Expertise respond to the local needs with adequate service levels and facilitates/supports their activities as needed.
• Partners with Talent Acquisition and Talent Development teams to continuously improve and to conduct New Hire Orientation and onboarding activities.
• Responsible for maintaining control of local budget and seeking approval when required.
• Responsible for the appropriate documentation of HR matters and maintenance of employee and business records.
• Must able and available to work a periodic flexible working schedule as required based on the work needed (beyond 5:00 p.m.; rare weekends, if required).
• Ability to travel (up to 30%) to locations across state to attend meetings, address employee/leadership issues, and to maintain a presence for all state employees.
• Performs other duties as required or assigned which are reasonably within the scope of the duties in this job classification
• Complies with all policies and standards

Education

• Bachelor's Degree in Human Resources, Business Administration, or related required
• SPHR highly recommended required

Experience

• 4-6 years of HR Generalist experience, including consultation of mid to top-tier leadership required. Comprehensive knowledge and application of key HR practice areas, including: required
• Talent Acquisition/Workforce Planning required
• OD/Training required
• Compensation required
• Employee Relations required
• Risk Mitigation and Management required
• Benefits required
• Leave Administration and Management required
• Occupational Health/Workers’ Compensation required
• Change Management required
• Talent Management required
• HRIS required
• Labor Relations (union avoidance) required

Knowledge, Skills and Abilities

• Ability to read and interpret documents such as white papers, organizational policies, instructions, and other operating procedures. required
• Fully understands federal, state, and local laws relating to employment and applies such effectively; stays current on evolving legislation required
• Must possess strong critical thinking skills to aid in understanding employee issues, performing effective investigations, and being able to connect issues with effective solutions. required
• Displays sensitivity to diverse ideas, cultures, employees, and working styles required
• Ability to apply judgment to detailed but very structured written or oral instructions and to deal with problems involving concrete variable in standardized work procedures. required
• Able to organize work to provide productive workflow needed in component preparation. required
• Work independently and with minimal supervision while maintaining competent execution of work required

Tools and Technology

• Personal Computer (desktop, laptop, tablet) required
• General office equipment (computer, printer, fax, copy machine) required
• Microsoft Suite (Word, Excel, PowerPoint) required
• Ability to use HRIS tools such as Dayforce, iCIMS, Taleo required

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