Human Resources Business Partner

UAB Medicine; Birmingham (AL); On-site; USD 81,525 - 132,475; Full time

Benefits offered by this job

Robust educational assistance programs

Generous paid time off

Paid parental leave

Wellness programs

Job summary

UAB Medicine in Birmingham is seeking a qualified HR Business Partner to align business objectives with employees and management. This role involves guiding leadership, providing HR solutions, and maintaining positive employee relations while ensuring compliance with policies.

The ideal candidate will hold a Bachelor's degree in Human Resources or a related field, with at least 3 years of HR experience. Preferred qualifications include certifications in HR and experience within a healthcare setting.

Qualifications

• Minimum 3 years of HR generalist experience required.
• Experience in compensation, benefits, talent acquisition, or employee relations.
• Hospital or healthcare setting experience preferred.

Responsibilities

• Partner with clients to align business objectives with HR goals.
• Analyze trends and develop solutions in HR.
• Provide guidance addressing employee engagement and retention.

Skills

HR generalist experience

Data analysis skills

Knowledge of HR metrics

Change management

Education

Bachelor's degree in Human Resources or related field

PHR/SPHR certification preferred

SHRM-CP/SCP certification preferred

Job description

Position Overview

Pay range: $81,525 - $132,475 / year

Benefits and perks available for eligible positions include: robust educational assistance programs, generous paid time off, employee assistance and wellness programs, paid parental leave, qualifying employer for the Public Service Loan Forgiveness (PSLF) Program, plus more.

Job Description

To align business objectives with employees and management in designated departments. To formulate partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. To maintain an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competitors. To participate in department and organizational process improvement initiatives, change management and special projects. To lead programs and initiatives, champion the organization's culture and develop practical solutions to achieve business objectives.

Key Duties & Responsibilities

• Partners with clients to understand and assess business direction. Creates specific business/workforce plans in support of HR-related goals that will meet department needs, address weaknesses, capitalize on strengths and take advantage of opportunities. Works with leadership to regularly interpret results and progress of HR-related goals. Prepares presentations for respective client groups and follows up with leadership regarding the status and progress of their HR business plans.
• 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, employee retention, performance management, workforce planning, training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focuses 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.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Partners with Employee Relations to serve as a resource to employees, management, and Human Resources team to promote and maintain positive employee relations. Proactively identifies, collaborates, and facilitates the equitable resolution of job-related complaints and concerns as directed by Employee Relations.
• In collaboration with Employee Relations, the HR Business Partner provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee Relations in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
• 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.
• 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.
• 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.
• Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides direct honest feedback, even when difficult.
• Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees. Maintains current knowledge of relevant State and Federal laws, legal rulings and regulations. Contacts Employee Relations if legal review is needed.
• Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/market/division being served. Uses analytics to become an evidence based strategic business partner.
• Performs other duties as assigned.

Qualifications

Bachelor's degree in Human Resources, Business Management or a related field required. At least three (3) years of HR generalist experience or experience in two or more HR specialties (compensation, benefits, talent acquisition, employee relations, etc.). Work experience may NOT substitute for education requirement.

Preferred: Five (5) years of progressive HR experience, with specific experience in HR Business Partner role. Hospital or healthcare setting experience. Proven track record in strategic planning, organizational development, and change management. Advanced skills in data analysis and HR Metrics.

Licenses / Certifications / Registrations: Currently certified as a Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) by the Human Resources Certification Institute (HRCI) preferred. Currently certified as a SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) by the Society for Human Resource Management (SHRM) preferred.