The Talent Management/ HR Business Partner is a key associate at Hope Network whose primary responsibilities include: The Business Partner is responsible for the development and implementation of strategies that support and sustain the functional areas of TM that support and align with both the network and assigned service line strategic initiatives.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:
This is not intended to be an exhaustive listing of job functions. This job description is in no way states or implies that these are the only duties to be performed by this employee. The employee is required to follow any other instructions and to perform any other duties as assigned by management as long as the duties are lawful, ethical, and within best business practices.
1. Provides support to and interfaces with the service line Executive Director in the development and execution of strategies, programs and services that support service line and the overall organizational strategic plan.
2. Strategic Management: participates in defining service line strategy; uses service line specific initiatives to help build, implement and execute the service line’s strategic plan. Helps employees understand strategic and change initiatives through clear and concise communication and how the change will impact the service line(s) all levels.
3. Employee Relations: builds positive relationships within the service line(s) and network. Implements and monitors employee relations issues to ensure investigations are conducted in timely manner and are consistent with policy. Follows through with appropriate disciplinary and/or other remedial measures as needed and make related recommendations, as required.
a. Manages the dispute resolution step one process, reviews and educates service line personnel in policy and procedure that is consistent with organizational philosophy, are consistent with employment law and support the fair and equitable treatment of all employees.
b. Applies critical thinking when working through employee relations; including team members to ensure consistency and equitable treatment of all employees.
4. Union Strategy: works collaboratively with internal and external staff in the development and execution of the union strategy that support service line workforce sustainability. Monitors compliance as it relates to the application of the collective bargaining agreement.
a. Manages the grievance process, reviews and educates service line personnel in policy and procedure that is consistent with organizational philosophy, union strategy that is consistent with employment law and support the fair and equitable treatment of all employees.
b. Works with legal department in the coordination and collection of pertinent information regarding ULP charges.
c. Works with outside legal in the successful negotiation of collective bargaining agreements that support union strategy.
5. Risk Management: uses data to identify labor related areas of risk and trends that include the assessment skills and competencies of the middle management staff within assigned service line. Uses data in workforce planning meetings to identify potential threats, trends and opportunities, including workplace injuries.
6. Workforce Management: works collaboratively with others in the development of systems and processes that support workforce management strategies within assigned service lines that include planning and executing employee strategy; identifying the necessary skills and talents needed and required across the service line to promote growth and sustainability.
7. Staff Development: partners with Learning and Development team in the development of employee and supervisory training programs that increase the skills and competencies of staff; including the importance of performance management strategies. Assists in the acquisition of key talent, while building and developing strategies that result in increased employee engagement and workforce commitment within service lines. Shares best practices to further strengthen employee engagement across the network.
8. Total Rewards: works collaboratively with the Compensation Manager, service line Executive Director, and Business Director in the implementation and execution of the organizational compensation philosophy and wage banding program. Monitors job descriptions to ensure they are updated annually, shares exit information related to total rewards and employee engagement/recognition programs.
9. Acts as a change agent/leader and culture steward. Models and educates on the standards of acceptable behavior within the service line; applies ethical principles that guide judgment, decisions and outcomes; models ethical behavior.
10. Ability to use systematic thinking when observing how actions, teams, people and structures impact the entire system; encourages a sense of interconnectivity. Avoid silo thinking and compartmentalization.
11. Understands and utilizes technology to efficiently deliver TM services and systems.
12. Supervises embedded Talent Management professionals and acts as a mentor to colleagues with less experience.
13. Monitors compliance, understanding and the intent of polices in the development of an ethical work environment within the following areas:
a. Organizational policy and procedures;
b. Federal, State, and local employment laws;
c. Funder and Accreditation standards related to the TM function;
14. Works in partnership with the Chief Human Resource Officer and service line Executive Director in the event of litigation specifically related to adverse employment actions.
15. Provides budgetary input and manages unique service line budget, in partnership with the service line Executive Director and Business Director.
16. Adhere to the Privileging and Credentialing process consistent with Hope Network policy.
17. Regular travel to various sites and programs throughout the state.
18. Regular and predictable attendance is an essential requirement of this position.
Educational / Talent Requirements:
1. Bachelor’s degree in related field or the equivalent work experience preferred.
2. SPHR and/or PHR certification preferred
3. Excellent written and verbal communication skills.
4. Ability to utilize broad and deep knowledge to develop innovative business practice, policies and procedures.
5. Ability to understand and apply critical thinking when working through complex issues/concerns.
6. Valid Michigan driver’s license with acceptable driving record as it relates to Hope Network policy.
Work Experience Requirements:
1. Five or more years of broad and progressive HR experience or related leadership experience in a medium to large, multi-divisional corporate setting preferred.
2. Prior labor relations experience, preferred.
3. Prior business experience in a progressive leadership role with strong business acumen and proven record of achieving high levels of service and delivery required.
4. Previous experience working with remote locations that require the reliance on the Corporate office for support and assistance (Centers of Excellence & Administrative Services)
5. Ability to work through politically charged environments and with those who are resistant to change.
6. Must have a high degree of self-direction and ability to manage tasks to completion, and meet deadline in a fast –paced ever changing work environment.
7. Must demonstrate skill in exercising a high degree of initiative, judgment, discretions and decision makings in order to achieve organizational goals.
8. Knowledge of current labor related Federal, state and local statutory regulations.
9. Experience leading large, cross functional projects.
10. Experience in ADP enterprise preferred.