Human Resources Business Partner

Overview:

Human Resources Business Partner

Central Illinois Region

Full-Time, Benefitted

Dayshift, Exempt

The HR Business Partner serves as a strategic partner to assigned service lines/ business units driving change and engagement strategies while providing leadership and team member development and overall support to help service lines/business units achieve results. The HR Business Partner formulates partnerships across the Human Resources function to deliver value added service to management and team members that reflect the business objectives of the organization. The HR Business Partner serves as the primary customer service liaison for the team members and managers of assigned service lines/business units.
About UnityPoint Health:Our team members are the compassionate core of who we are and how we serve. Every day we strive to live out our vision statement of “Best outcome every patient every time” through living out our FOCUS values of Foster Unity, Own the Moment, Champion Excellence, and Seize Opportunities.

At UnityPoint Health, we provide care in nine regions throughout Illinois, Iowa, and Wisconsin. As the nation’s fourth largest nondenominational health system in America, UnityPoint Health keeps people at the center of all we do. We are looking for dynamic and talented individuals to join our team. You'll find opportunities for every sized dream.

Want to know about our culture and benefits? Click here to find out more: https://uphtotalrewards.com/.

Responsibilities:

Essential Functions/Responsibilities:

Essential functions are the duties and responsibilities that are essential to the position (not a task list). o not include if less than 5% of work time is spent on this duty. Be specific without giving explicit instructions on how to perform the task. Do not include duties that are to be performed in the future. Duties should be action oriented and avoid vague or general statements.

% of Time

(annually)

Assists and advising leaders on policies, procedures and regulatory requirements.

score: N/A

• Partners with leaders and team members to mediate and mitigate risk in employment related matters including but not limited to: workforce planning, disciplinary actions, terminations, Family Medical Leave Act (FMLA) and workers compensation (WC).

• Helps team members and managers navigate the Human Resources policies, procedures and forms to ensure regulatory compliance.

• Maintains knowledge of legal requirements related to day-to-day management of team members, reducing legal risks and ensuring regulatory compliance. Partners with legal department as needed/required.
  

30%

Assists and advises leaders with engagement, training and culture strategies.

• Works directly with leadership advising and supporting strategic people decisions while understanding and supporting business-related decisions. Helps leadership understand and address the people implications of business decisions.

• Provides leadership coaching to bridge people management skill gap (i.e. effective communication, conducting an effective performance review, providing effective coaching and setting objectives).

• Partners with managers and team members to drive high engagement within departments.

• Manages and coordinates team member engagement events working closely with the communications and marketing department.

• Works closely with service line leaders to implement programs that meet the needs of the service lines.

• Educates leaders on HR tools, programs and resources.

30%

Assists and advises leaders with onboarding, orientation, performance management and compensation strategies.

• Facilitates and coordinates the manager orientation/onboarding program.

• Manages the performance review and merit increase process as well as providing support with the short-term incentive plan.

• Monitors compensation practices by working closely with the Human Resources Operational Transformation team and Recruiter to ensure positions and pay grades are aligned with current practices and best reflect market and industry standard.

30%

Basic UPH Performance Criteria

• Demonstrates the UnityPoint Health Values and Standards of Behaviors as well as adheres to policies and procedures and safety guidelines.

• Demonstrates ability to meet business needs of department with regular, reliable attendance.

• Employee maintains current licenses and/or certifications required for the position.

• Practices and reflects knowledge of HIPAA, TJC, DNV, OSHA and other federal/state regulatory agencies guiding healthcare.

• Completes all annual education and competency requirements within the calendar year.

• Is knowledgeable of hospital and department compliance requirements for federally funded healthcare programs (e.g. Medicare and Medicaid) regarding fraud, waste and abuse. Brings any questions or concerns regarding compliance to the immediate attention of hospital administrative staff. Takes appropriate action on concerns reported by department staff related to compliance.

10%

Qualifications:

Minimum Requirements

Identify items that are minimally required to perform the essential functions of this position.

Preferred or Specialized

Not required to perform the essential functions of the position.

Education:

Bachelor’s degree

Experience:

2+ years of experience in Human Resources.

License(s)/Certification(s):

Certification as a PHR or SPHR preferred.