Overview
The Human Resources Business Partner is a strategic, consultative partner and trusted advisor to one or more lines of business. The HR Business Partner creates value by understanding the business and implementing world-class people strategies and solutions that deliver on objectives, including shared responsibility for goal achievement. This role will provide strategic guidance and HR thought leadership to its assigned line of business. The role exists to understand and support the business with tailored strategies that foster a culture of inclusion and belonging. This role also focuses on team member engagement, retention, organizational structure and change management, workforce planning, and succession planning.

Bilingual in English and Spanish is a highly preferred skill for this role.

At Novant Health, one of our core values is diversity and inclusion. By engaging the strengths and talents of each team member, we ensure a strong organization capable of providing remarkable healthcare to our patients, families and communities. Therefore, we invite applicants from all group dynamics to apply to our exciting career opportunities.
Qualifications

• Minimum of seven (7) years of Human Resources-related experience exemplifying a strategic, consultative HR model.
• Bilingual in English and Spanish preferred, but not a must.
• Must have experience with senior/executive-level consultations and the ability to exhibit HR thought leadership to all levels of the organization.
• Exceptional oral and written communication skills, and ability to draft clear, concise communications and documents, with ability to expresses information (ideas or facts) to individuals or groups effectively, considering the audience and nature of the information (technical, sensitive, confidential).
• Proficient with digital technology used to analyze and enhance quality, improve productivity and communication, solve problems, and streamline processes, including virtual meetings and Microsoft Office 365 (PowerPoint, Excel, and Teams).
• Knowledge of HR systems/HR metrics to analyze trends/themes, including activity measures, workforce, and business outcome measures, organizing, and assimilating data to provide proactive solutions for customers.
• Adaptability to successfully navigate volatile, uncertain, complex, and ambiguous scenarios, critical thinking skills in a fast-paced environment.
• Understanding of alignment of business and HR strategy to maximize revenue and growth, the impact of change on people, processes, procedures, leadership, and organizational culture, with analytical, and creative problem-solving skills that allow for telling an insightful and compelling story to inform business decisions.
• Demonstrated knowledge of current local, federal, and state regulatory and governing standards.

Responsibilities

• Fosters and leads with inclusion and belonging, understands the business and business strategy for assigned lines of business or areas, speaks to the data and metrics related to assigned lines of business and understands related financials.
• Acts as trusted advisor and partner to leaders as assigned on team member issues, consults and coaches, clients on performance management, talent development, engagement, and teamwork.
• Advises leaders in assessing team member engagement and retention and developing action plans to increase positive outcomes, helps identify barriers and gaps, and problem solves to achieve leaders' goals for increased team member engagement, provides tools and strategies necessary to improve/maintain engagement and increase satisfaction and retention.
• Provides guidance to leaders in areas of team member performance management, guidance on handling issues, providing rationale for recommendations so that leaders can make informed decisions going forward.
• Partners with HR centers of expertise to obtain information needed to make decisions to quickly move issues to resolution, works closely with all areas of Human Resources to facilitate effective Human Resources relationships.
• Diagnoses problems, develops programs/interventions and delivers HR solutions that are instrumental in addressing business issues and are consistent with identified strategies. Probes for additional information to deliver the best outcome.
• Researches and establishes productive customer relationships to foster a mutual understanding of business goals, strengths, and opportunities; provides timely follow-up on issues/concerns.
• Participates in meetings as an extension of the department's leadership team with the purpose of focusing on contributing to the growth and competitiveness of the business.
• Utilizes a big-picture perspective regarding the organization's priorities and goals and helps align HR solutions to the business needs.
• Uses Performance Consulting methods to assess work with customers as a consultative partner to accomplish and optimize workplace performance in support of business goals, appropriately utilizes tools to examine gaps, partner with leader to examine strategies and tactics, quantifies return on investment and supports leader in implementation.
• Partners with leaders to examine strategies and tactics, quantifies return on investment and supports implementation.
• Meets with newly hired or promoted leaders to make an introduction and share the role of the HR Business Partner.
• Maintains a working knowledge of current regulatory and accreditation requirements and how they apply to healthcare. Participates in announced and unannounced regulatory/accreditation surveys, as required.
• Assists customers with organizational restructure and workforce planning. Identifies the skills and capabilities of the workforce needed to execute the organization's strategy and achieve success. Uses a workforce planning process that looks at what the organization needs to accomplish in a set period of time; what knowledge, skills and experience are required to complete the job; and what size and type of workforce is required to provide that mix of skills, knowledge and experience.
• Provides knowledge of HR services and solutions to the business.
• Supports and assists with implementation of HR initiatives to promote adoption throughout the organization.
• Works on assigned organization-wide initiatives to assess talent implications and assure HR policies and procedures are applied.
• Recommends equitable improvements to policies and procedures to serve the best interests of team members and the organization. Analyzes and makes process improvement recommendations when HR practices or processes create roadblocks.
• Assists leaders in understanding the recruitment lifecycle from position creation to on-boarding. Facilitates strategic discussions with customer and Talent Acquisition around staffing gaps and challenges in filling positions.
• Exceptional oral and written communication skills, and ability to draft clear, concise communications and documents.
• Demonstrated knowledge of current local, federal, and state regulatory and governing standards.
• Ability to think critically in a fast-paced environment and demonstrate visible momentum.