HR Business Partner II

ECU Health; Greenville (NC); On-site; USD 76,000 - 111,000; Full time

Job summary

ECU Health in North Carolina seeks an HR Business Partner to join the leadership team and shape human capital solutions across assigned units. You will translate business goals into HR strategies, partner with COEs, and use data analytics to drive workforce outcomes.

You will develop service level agreements, govern HR processes, and support talent management, total rewards, talent acquisition, and organization design. The role requires strong HR and business acumen.

Qualifications

• Bachelor's degree required.
• Master's degree preferred.
• 5-7 years of HR experience required.

Responsibilities

• Develop HR strategies aligned to business goals for assigned units.
• Partner with COEs to deliver talent, rewards, and org design solutions.
• Use workforce data to drive talent and engagement outcomes.
• Establish service level agreements and govern HR processes.

Skills

HR strategy

Data analytics

Employee relations

Change management

Talent management

Leadership alignment

Education

Bachelor's degree

Master's degree

Job description

Position Summary

The Human Resources Business Partner is responsible for working as a member of the leadership team for assigned organizational units/entities (the business) to identify and develop solutions to the human capital needs of the business. The HR Business Partner is responsible for understanding, developing, and implementing HR strategies that will contribute to the accomplishment of both the health system and assigned business unit/entity goals. This role will require the full use of HR and business acumen and competencies, as well as the ability to utilize data analytics and insights to develop workforce solutions that ensure the assigned business unit is capable of achieving its goals. The HR Business Partner working with business leaders will develop service level agreements that will be used to monitor / measure performance. They will ensure implementation, accountable governance, and application of agreed upon HR processes, systems, policies and programs; leads escalation and resolution of employee relation matters; lead HR functional liaison to a specific business unit or market. The HRBP is a key liaison to broker the HR service delivery model ensuring appropriate support of human resource services and a solutions are provided in areas such as talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design and restructuring.

Responsibilities

• Fully understand the business, internal and external challenges, system strategy and goals in order to develop appropriate and outcome focused HR strategies that support the business.
• Works with colleagues in Communities of Expertise (COEs) to develop and implement solutions that address identified client human resource needs critical to accomplishing business goals.
• Assesses talent needs of the business and develops strategies to attract, recruit and develop future leaders. Partners with COE and Talent Acquisition Consultants in implementing talent strategies that will result in building a diverse leadership team
• Works with business leaders and utilizes organizational data (engagement surveys, exit interview, 90 day surveys, turnover reports and other data sources) to proactively identify and respond to talent, engagement and retention challenges in the business. Monitors and measures outcomes of implemented strategies.
• Coach and work with business leaders to identify gaps and build skills and capabilities of their teams in order to support a culture of engagement
• Works with business leaders in the planning and leading of change processes to support business needs. Leads in the management of human resources issues that may be impacted by the change initiative.
• Responsible for leading the implementation and execution of system level HR initiatives in the assigned business (Engagement surveys, annual performance management process, compensation adjustments, HRIS
• Provide proactive coaching to leaders in order to increase organizational effectiveness.
• Supports leaders and team members by referring them to the appropriate resources in Essential HR and Centers of Expertise to resolve/address questions.
• Advocates for the enterprise and organizational values and holds leaders accountable for the right behaviors.
• Maintain awareness of emerging trends and best practices to ensure alignment of HR strategy to business objectives.
• Utilizes data and insights to drive decision making and proactively solve for trends. Creates reporting to measure results.
• Facilitates positive relationships and communications between team members and departments, through various means, such as attending meetings, having one-to-one communications, and generally being visible and accessible to colleagues and staff.
• Adopts a mindset of continuous improvement and commitment to enhancing service delivery to customers.
• Actively participates in team huddles and meetings. Provides updates and feedback in a positive, professional manner. Communicates concerns through appropriate outlets with a focus on mutual respect and understanding.
• Cross train to ensure working knowledge of various tasks within the department in order to back-fill and/or provide support to teammates as needed.

Minimum Requirements

• Bachelor's degree is required.
• Master's degree is preferred.
• 5 - 7 Years Of Experience Is Required.

Pay Range

$75857.60 - $110567.60

General Statement

It is the goal of ECU Health and its entities to employ the most qualified individual who best matches the requirements for the vacant position.

Offers of employment are subject to successful completion of all pre-employment screenings, which may include an occupational health screening, criminal record check, education, reference, and licensure verification.

We value diversity and are proud to be an equal opportunity employer. Decisions of employment are made based on business needs, job requirements and applicant’s qualifications without regard to race, color, religion, gender, national origin, disability status, protected veteran status, genetic information and testing, family and medical leave, sexual orientation, gender identity or expression or any other status protected by law. We prohibit retaliation against individuals who bring forth any complaint, orally or in writing, to the employer, or against any individuals who assist or participate in the investigation of any complaint.