Senior HR Business Partner

National Medical Association; Durham (NC); On-site; USD 90,000 - 120,000; Full time

Job summary

Join a leading organization dedicated to compassionate care as the HR Business Partner for clinical services. Provide strategic leadership in key HR areas and help shape operational needs while fostering a positive work culture in a collaborative environment. Ideal candidates will have extensive experience in HR strategy and a commitment to enhancing organizational effectiveness.

Qualifications

• 5 years of strategic HR partnership experience required.
• Experience with various HR disciplines like compensation and performance management.
• Ability to interpret and apply HR laws and guidelines.

Responsibilities

• Provide strategic guidance on HR areas including compensation and employee relations.
• Build and maintain strategic relationships with stakeholders.
• Drive retention and succession strategies across the organization.

Skills

Strategic partnership

Employee relations

Workforce planning

Change management

Talent acquisition

Compliance

Education

Bachelor's degree in Human Resources or related field

Job description

At Duke Health, we're driven by a commitment to compassionate care that changes the lives of patients, their loved ones, and the greater community. No matter where your talents lie, join us and discover how we can advance health together.

This position serves as the lead HR Business Partner for clinical services within Duke University Health System, providing strategic guidance on key HR areas such as compensation, employee relations, work culture, change management, and talent strategies. Responsibilities include building strategic relationships, aligning talent solutions with operational needs, workforce planning, driving retention and succession strategies, handling escalated employee relations issues, and ensuring consistency across HR practices. The role collaborates with leaders and stakeholders to enable informed decision-making and foster alignment with organizational goals while ensuring compliance and addressing operational risks. All while embodying the DUHS culture commitments of Put People First, Be Clear and Empower and Adapt to Improve.

Duties and Responsibilities of this Level

• Provide strategic direction to higher level leaders (generally AVPs and above). Build and maintain strategic relationships.
• Partner with key stakeholders and leaders to align talent solutions with operational priorities, forecast future workforce needs to align with business goals, and provide analytics insights to aid informed decision making.
• Partner with the business on key talent initiatives. Identify solutions to critical workforce planning trends and needs for complex cases or cases that have been escalated from HR business partners (and/or Center of Expertise higher complexity cases).
• Partner with key stakeholders and leaders to develop effective strategies for leveraging talent, drive culture strategies that match business priorities, create retention strategies, and aid with succession planning and internal mobility.
• Provide consultative support to leaders to execute total rewards strategy and identify operation risks related to compliance and mitigation strategies.
• Proactively partner to drive change initiatives, guide leaders through complex employee relations issues and create strategies to mitigate future issues. Handle employee relations escalations from HR business partners.
• Advise, lead, drive consistency across the business and all stakeholder groups. Monitor, measure and recommend corrective course of action.
• Collaborate with other Sr. HR business partners across the entities to drive consistency. Create consistent practice, service delivery, practices, day-to-day HR operations across the system.
• Offer broad project leadership that crosses multiple areas. Financial responsibility - manage project budget and maintain fiscal responsibility. The role may also manage departmental budgets.
• Consult with HR business partner's for any complex issues. Provide coaching, program advocacy, and other support as needed.
• Make HR operational level decisions impacting leaders, service lines, and system.
• Performs other duties as assigned.

Required Qualifications at this Level

Education

Work requires skills that are generally acquired through the completion of a Bachelor's degree in Human Resource, Business Administration, or related field.

Experience

5 years of strategic partnership experience in Human Resources or a combination of education and experience sufficient to meet to the relevant experience and competencies provided below.

Experience and working knowledge of multiple human resources disciplines, including compensation practices, organizational diagnosis, employee relations, diversity and inclusion strategies, performance management, organizational development, talent acquisition and applicable employment laws.

Experience comprehending, interpreting, and appropriately applying the sections of applicable laws, guidelines, regulations, ordinances and policies.

Duke is an Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex (including pregnancy and pregnancy related conditions), sexual orientation or military status.

Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends onthe robust exchange of ideas-an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.

Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.