To be part of our organization, every employee should understand and share in the YNHHS Vision, support our Mission, and live our Values. These values-integrity, patient-centered, respect, accountability, and compassion - must guide what we do, as individuals and professionals, every day.
Human Resources Partner manages a wide range of human resources functions. The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, and its culture.
\u2022 Develops and administers various human resources plans and procedures for all hospital employees.
\u2022 Strategic Partner on various HR initiatives, involved with various initiatives from conception to delivery.
\u2022 Assumes a strategic business partner role, must provide best practice guidance to team and client groups. Must be comfortable recommending, counseling and advising on many human resources
\u2022 Will participate in and be a \u201chands-on\u201d advisor with regard to the Hospital grievance process as needed: review, analyze, and recommend appropriate action items to mitigate future exposures. Most
be comfortable interpreting collective bargaining agreements and determining appropriate steps.
\u2022 Partner with client groups during internal investigations as need and when appropriate; confirm that appropriate union protections are being met by client groups during internal investigations (i.e.
\u2022 Must be able to analyze data and during that analysis interpret and make recommendations that will have a positive impact on data.
\u2022 Must be familiar with compensation analysis, comp ratio review. Ability to conduct labor market surveys if when needed. Stay current with internal inequities and make corrective recommendations
\u2022 Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
\u2022 Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal
department as needed/required.
\u2022 Meets performance expectations for Customer Service, Teamwork, Resource Utilization, and Staff
and Self Development as outlined in performance review.
\u2022 Performs other duties as assigned or directed to ensure smooth operation of the department/unit.
Other information:Education : A Bachelor\u2019s Degree in related field is required; a Master\u2019s Degree is preferred and highly
desired; required to matriculate into a Master\u2019s program within three (3) years of hire. HR certification strongly desired from either governing body (HRCI or SHRM).
Experience : At least four (4) years of Human Resources Experience. Experience in a union environment
is highly desirable. Proficient computer knowledge of Microsoft Suite. Working knowledge of Human Resources Information Systems (HRIS); preferably Infor.
Licensure: Any of the following certifications would be acceptable: SHRM-CP, SHRM-SCP, PHR,
SPHR, GPHR, CCP, and CEBS.