SR HR Business Partner Union Experience - Full Time, Days (Hollywood)

Position Summary

The Sr. Human Resources Business Partner provides a broad range of strategic HR services to leaders within the business area(s) they support. Works in partnership with management/executives to address operational, talent, and talent lifecycle–related issues, including change management, organizational development, culture, employee relations, workforce planning, talent growth, development, and coaching.

Proactively translates business strategies into HR solutions that best enable the organization/hospital to meet strategic objectives. Possesses a deep understanding of the business model, diagnoses organizational needs, connects and deploys team capabilities, and consults with client groups on operational strategies to improve business performance through people.

Additionally, the Alta Hospital Systems Inc, Sr. HR Business Partner will be required to fill in for the hospital HR Business Partners to cover vacancies and vacations.

Required Qualifications

• 5 years of Human Resources experience as an HR Generalist/Business Partner.
• 2 years experience working in a union environment (only for hospitals with employees under CBA)
• Bachelor’s Degree, or equivalent education and experience
• Demonstrated knowledge of Federal, State and Local employment law
• Ability to establish credibility, trust and influence with senior leaders
• Ability to multitask and maintain a work pace appropriate to workload
• Maintains effective communication and working relationships with all levels of the organization.
• Exceptional written communication skills
• Ability to work well independently and in a team environment
• Computer literacy and proficiency
• Valid California Driver's License and reliable/insured vehicle
• Acceptable MVR according to the company's auto management policy

Preferred Qualifications

• PHR or SPHR
• Master’s Degree
• Healthcare Experience

Physical Requirements

Indicate physical requirements for performing the essential functions of the job by double clicking and selecting ‘checked’ on the boxes below. These are requirements normally expected to perform regular job duties.

Reasonable accommodations may be made in compliance with the Americans with Disabilities Act of 1990, and applicable, state and local law, to enable individuals with disabilities to perform the essential functions. Incumbent must be able to successfully perform all of the essential functions of the job with or without reasonable accommodation.

• Standing - Frequently
• Walking - Frequently
• Sitting - Frequently
• Reaching with Hands and Arms - Frequently
• Climb or Balance - Occasionally
• Stooping, Kneeling, Crouching, or Crawling - Occasionally
• Talking - Constantly
• Hearing - Constantly
• Seeing - Constantly
• Performing repetitive motions with arms or hands - Frequently
• Lifting, carrying, pushing or pulling up to 10 lbs - Constantly
• Lifting, carrying, pushing or pulling up to 25 lbs - Occasionally
• Lifting, carrying, pushing or pulling up to 50 lbs - Occasionally
• Lifting, carrying, pushing, or pulling greater than 50 lbs - None
• Driving - Frequently

Essential Job Functions / Major Areas of Responsibility

The essential functions below are not intended to be an exhaustive list of all duties that may be assigned to this position, nor does it restrict the duties which may be assigned to this position if such duties reasonably relate to the position.

• Provides subject matter expert guidance to clients in managing labor (if applicable) and employee relations, to include but not limited to the following: performance management, investigations, discipline, grievances, and contract negotiations. Mediates conflict and supports constructive resolutions. Provides thoughtful and accurate HR policy and contract interpretation, to include balancing risk and business needs.
• Actively engages with clients to develop deep understanding of business operations and strategy in order to best anticipate and recommend effective HR strategy and practice aligned with the business/hospital. Gathers metrics and uses data analytics to understand and identify business issues and drive recommendations.
• In collaboration with Compensation and Recruiting, assists clients in talent forecasting and management, organization re-design/ re-structuring, development of position descriptions, position classification, and salary recommendations. Participates in candidate screening and selection process for key positions.
• Acts as change catalyst and leader. Identifies organizational issues that limit effectiveness and collaborates with management and/or HR to develop and deliver practical solutions. Seeks out opportunities to support the organization toward continuing to evolve to a high-performance culture. Partners with leadership to effectively move the organization through significant change such as growth, restructuring and process improvement.
• Identifies and facilitates development opportunities in the organization, to include management training, one-on-one coaching, and development of employee engagement strategies, orientation and on-boarding. Coaches and develops leaders and managers to deliver people-management capabilities.

Pay Rate: Min - $113,400 | Max - $135,000

Position: 1827582