HR Business Partner - Dignity Health
Sacramento, CA
About the Job
Overview
Built-in 1973 Dignity Health Methodist Hospital of Sacramento is committed to providing daily excellence in health care for residents of Sacramento’s southern suburbs including the Elk Grove Wilton and Galt communities. Methodist Hospital is home to a 158 acute-care bed facility with 1120 employees 283 medical staff and 29 Emergency Department beds. Methodist Hospital also owns and operates Bruceville Terrace – a 171-bed sub-acute skilled nursing long-term care facility adjacent to the hospital that provides care for the elderly as well as those requiring extended recoveries. Methodist Hospital is home to the Family Medicine Residency Program an accredited and nationally recognized program which provides resident physicians with specialty training in primary care family medicine. Together the hospital and residency program implemented a ground-breaking curriculum addressing the identification treatment and assistance of human trafficking victims and created a one-of-a-kind health clinic for victims the Human Trafficking Medical Home.
Responsibilities
Job Summary / Purpose
As a strategic partner , the HR Business Partner (HRBP) aligns business objectives with employees and management in designated departments, facilities, markets and/or divisions. The HRBP serves as an evidence-based consultant to management on Human Resource related issues, including but not limited to employee relations, labor relations, performance management, training, policy application, organizational development, workforce planning, ADA interactive process and compensation. The HRBP will conduct assessments and anticipate HR-related needs within their respective client groups making recommendations and developing plans including goals and priorities. The HRBP will proactively communicate needs to the HR department, colleagues within the Centers of Expertise (CoE) and management. The HRBP seeks to develop integrated solutions and is a change agent and champion for new HR initiatives and programs. The HRBP formulates partnerships across the HR team and CoE to deliver value added service to management and employees that reflect the strategic business objectives of CommonSpirit Health.
Essential Key Job Responsibilities
Strategic Alignment - Partner with clients to understand and assess business direction based on the local Market & CommonSpirit Health’s Strategic Plan. Create specific business plans in support of HR-related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with leadership to regularly interpret results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.
Employee Relations – Partner with and serve as a resource to employees, management and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage and facilitate the equitable resolution of job-related complaints and concerns.
Labor Relations - Provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
Performance and Leadership Coaching - Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focus on development, collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.
Culture – Integrate culture standards consistent with the CommonSpirit Health’s mission, vision and values into business unit/facility/market/division practices and processes to ensure all employees experience and engage in supporting the desired work culture. Understands and promulgates approaches that lead to a positive, desired work culture . Applies results of culture diagnostic tools, e.g., My Culture to help craft appropriate plans for addressing culture development needs identified in the business unit/facilities/markets/divisions served.
Centers of Expertise (CoE) Utilization: Collaborates with CoEs to support the accomplishment of business goals, objectives, and outcomes:
+ Identifies business unit/facility/service line needs to CoE partners for program and resource solutions that support effective people management and operational performance.
+ Assists CoE with the implementation of programs/initiatives to increase awareness and understanding by employees and leaders.
+ Works with CoE partners to develop, implement, and improve processes for engagement and communication between the CoE and Business Partners that ensure the effective utilization of the CoEs on an ongoing basis.
_The job summary and responsibilities listed above are designed to indicate the general nature of the work performed within this job. They are not designed to contain or be interpreted as a comprehensive inventory of all job responsibilities required of employees assigned to this job. Employees may be required to perform other duties as assigned._
Competencies
Core Competencies will be determined at a later date.
Functional Competencies
Accountability – Creates a culture of accountability and expectations of excellence for themselves and others. Ensures timely feedback is provided regarding team and individual progress on projects/goals. Takes responsibility for decisions that impact performance and outcomes. Consistently follows through on commitments and delivers on promises.
Change Leadership – Takes personal ownership and is a champion for leading change within the organization. Creates the business case, obtains sponsorship, removes barriers and enlists resources to achieve established goals.
Trusted Advisor – Demonstrates a deep trust and respect for others, maintains confidentiality . Ensures decisions are ethical and align with our mission, vision and values. Serves as a trusted advisor to leadership and staff.
Coaching & Developing – Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides direct honest feedback, even when difficult.
We offer the following benefits to support you and your family:
+ Health/Dental/Vision Insurance
+ Flexible spending accounts
+ Voluntary Protection: Group Accident Critical Illness and Identity Theft
+ Adoption Assistance
+ Free Premium Membership to Care.com with preloaded credits for children and/or dependent adults
+ Employee Assistance Program (EAP) for you and your family
+ Paid Time Off (PTO)
+ Tuition Assistance for career growth and development
+ Retirement Programs
+ Wellness Programs
Qualifications
Minimum Qualifications:
Education and Experience:
+ Bachelor’s Degree and minimum of 3 years HR or leadership experience OR minimum of 5 years HR or leadership experience in the discipline OR Master’s Degree (With relevant experience; equivalent education and/or experience; experience through certifications.)
+ HR experience should encompass generalist experience or at least 2 or more areas of specialty, e.g., compensation, benefits, employee/labor relations, talent acquisition, etc.
Demonstrated employee relations experience with a working knowledge of recruitment, training delivery, benefits and compensation theory/administration.
Preferred Qualifications:
+ PHR, SPHR, SHRM-CP or SHRM-SCP preferred.
Pay Range
$34.50 - $50.97 /hour
We are an equal opportunity/affirmative action employer.
Built-in 1973 Dignity Health Methodist Hospital of Sacramento is committed to providing daily excellence in health care for residents of Sacramento’s southern suburbs including the Elk Grove Wilton and Galt communities. Methodist Hospital is home to a 158 acute-care bed facility with 1120 employees 283 medical staff and 29 Emergency Department beds. Methodist Hospital also owns and operates Bruceville Terrace – a 171-bed sub-acute skilled nursing long-term care facility adjacent to the hospital that provides care for the elderly as well as those requiring extended recoveries. Methodist Hospital is home to the Family Medicine Residency Program an accredited and nationally recognized program which provides resident physicians with specialty training in primary care family medicine. Together the hospital and residency program implemented a ground-breaking curriculum addressing the identification treatment and assistance of human trafficking victims and created a one-of-a-kind health clinic for victims the Human Trafficking Medical Home.
Responsibilities
Job Summary / Purpose
As a strategic partner , the HR Business Partner (HRBP) aligns business objectives with employees and management in designated departments, facilities, markets and/or divisions. The HRBP serves as an evidence-based consultant to management on Human Resource related issues, including but not limited to employee relations, labor relations, performance management, training, policy application, organizational development, workforce planning, ADA interactive process and compensation. The HRBP will conduct assessments and anticipate HR-related needs within their respective client groups making recommendations and developing plans including goals and priorities. The HRBP will proactively communicate needs to the HR department, colleagues within the Centers of Expertise (CoE) and management. The HRBP seeks to develop integrated solutions and is a change agent and champion for new HR initiatives and programs. The HRBP formulates partnerships across the HR team and CoE to deliver value added service to management and employees that reflect the strategic business objectives of CommonSpirit Health.
Essential Key Job Responsibilities
Strategic Alignment - Partner with clients to understand and assess business direction based on the local Market & CommonSpirit Health’s Strategic Plan. Create specific business plans in support of HR-related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with leadership to regularly interpret results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.
Employee Relations – Partner with and serve as a resource to employees, management and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage and facilitate the equitable resolution of job-related complaints and concerns.
Labor Relations - Provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
Performance and Leadership Coaching - Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focus on development, collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.
Culture – Integrate culture standards consistent with the CommonSpirit Health’s mission, vision and values into business unit/facility/market/division practices and processes to ensure all employees experience and engage in supporting the desired work culture. Understands and promulgates approaches that lead to a positive, desired work culture . Applies results of culture diagnostic tools, e.g., My Culture to help craft appropriate plans for addressing culture development needs identified in the business unit/facilities/markets/divisions served.
Centers of Expertise (CoE) Utilization: Collaborates with CoEs to support the accomplishment of business goals, objectives, and outcomes:
+ Identifies business unit/facility/service line needs to CoE partners for program and resource solutions that support effective people management and operational performance.
+ Assists CoE with the implementation of programs/initiatives to increase awareness and understanding by employees and leaders.
+ Works with CoE partners to develop, implement, and improve processes for engagement and communication between the CoE and Business Partners that ensure the effective utilization of the CoEs on an ongoing basis.
_The job summary and responsibilities listed above are designed to indicate the general nature of the work performed within this job. They are not designed to contain or be interpreted as a comprehensive inventory of all job responsibilities required of employees assigned to this job. Employees may be required to perform other duties as assigned._
Competencies
Core Competencies will be determined at a later date.
Functional Competencies
Accountability – Creates a culture of accountability and expectations of excellence for themselves and others. Ensures timely feedback is provided regarding team and individual progress on projects/goals. Takes responsibility for decisions that impact performance and outcomes. Consistently follows through on commitments and delivers on promises.
Change Leadership – Takes personal ownership and is a champion for leading change within the organization. Creates the business case, obtains sponsorship, removes barriers and enlists resources to achieve established goals.
Trusted Advisor – Demonstrates a deep trust and respect for others, maintains confidentiality . Ensures decisions are ethical and align with our mission, vision and values. Serves as a trusted advisor to leadership and staff.
Coaching & Developing – Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides direct honest feedback, even when difficult.
We offer the following benefits to support you and your family:
+ Health/Dental/Vision Insurance
+ Flexible spending accounts
+ Voluntary Protection: Group Accident Critical Illness and Identity Theft
+ Adoption Assistance
+ Free Premium Membership to Care.com with preloaded credits for children and/or dependent adults
+ Employee Assistance Program (EAP) for you and your family
+ Paid Time Off (PTO)
+ Tuition Assistance for career growth and development
+ Retirement Programs
+ Wellness Programs
Qualifications
Minimum Qualifications:
Education and Experience:
+ Bachelor’s Degree and minimum of 3 years HR or leadership experience OR minimum of 5 years HR or leadership experience in the discipline OR Master’s Degree (With relevant experience; equivalent education and/or experience; experience through certifications.)
+ HR experience should encompass generalist experience or at least 2 or more areas of specialty, e.g., compensation, benefits, employee/labor relations, talent acquisition, etc.
Demonstrated employee relations experience with a working knowledge of recruitment, training delivery, benefits and compensation theory/administration.
Preferred Qualifications:
+ PHR, SPHR, SHRM-CP or SHRM-SCP preferred.
Pay Range
$34.50 - $50.97 /hour
We are an equal opportunity/affirmative action employer.
Source : Dignity Health
