Under the direction of the Director of Business HR, the Human Resources Business Partner (HRBP) functions as an engaged, expert partner to assigned business unit(s) and client managers. The HRBP delivers and implements health system HR priorities to achieve business unit objectives while ensuring a high degree of consistency throughout the health system. Please note, this posting is to fill multiple HR Business Partner roles.
- As a strategic partner, the HRBP plays a key role in HR and business unit operations management. The HRBP develops practical solutions that are responsive to the needs, responsibilities and objectives of assigned business areas. The HRBP is a business leader that facilitates the development and implementation of better people management and development practices, and shares responsibility for goals and deliverables with clients.
- Serves as an expert consultant to management on human resources related issues while acting as an employee champion and change agent.
- Proactively communicates needs to the health system human resources department and business unit management to develop integrated people solutions while assessing and anticipating HR-related needs within the business unit.
- Formulates partnerships to deliver value-added services to management and employees in congruence with the business objectives of the health system.
- Maintains an effective level of business literacy as it relates to the assigned business unit’s financial position, culture and engagement, business objectives and goals of the business unit. Understands managers’ operational work plans, departmental operations performance, and relevant HR metrics.
Under general direction of the Director, Business HR, and with latitude for independent judgment:
- Applies professional human resources techniques and expertise to identify solutions and deliver results that enable business units to achieve short and long term goals.
- Identifies organizational needs, determines strategy for learning and development and facilitates workforce planning and performance management.
- Integrates best practices to enhance the efficiency and effectiveness of human resources services to business units.
- In partnership with HR Networks of Expertise (NOEs) and HR Operations, maintains relationships, collaborates, and develops solutions to business challenges.
- Analyzes trends and partners with NOEs as appropriate, aligning health system and human resources priorities to develop solutions, programs and policies.
- Is a member of the management team of their business unit and is a leader in the people management and development aspects of assigned business unit along with its management team.
- Contributes to the overall business strategy and its execution by partnering with business leaders to identify, prioritize and build organizational capabilities.
- Responsibilities span all aspects of human resources to include: talent acquisition and management, workforce planning, performance, learning and development, employee and labor relations, succession planning, organizational health and culture and employee engagement.
- Exercises considerable independent judgment and initiative, develops and directs broad human resources programs and initiatives for large and complex business areas.
- Serves as an advisor to leaders on all matters related to management of employees, and integrates full knowledge of industry and organizational requirements and trends into operational and strategic planning.
- Partners with leadership to design, develop, and execute effective HR strategies and best practices, while ensuring alignment with University and health system guidelines, policies, practices, and objectives.
- Drives efforts to create and sustain a culture of diversity and inclusively and health and wellness.
- Builds and maintains effective working relationships with management and employees to provide advice and counsel to both on employee-related and organizational matters.
- Provides leadership for human resources projects and initiatives by gathering, validating and evaluating data and relevant metrics to develop proposals and recommendations.
- Helps to develop local reward, recognition, and retention strategies and interventions to meet business needs.
- Works in close partnership with managers on employee relations issues. Builds management responsibility and capability for managing employee relations issues. Understands employee relations environments and anticipates issues.
- Advises management on application of corrective disciplinary actions, organization policies, procedures and regulations, and other compliance related issues. Consults with the Office of General Counsel as necessary on suspensions, terminations, investigations and other matters of legal risk to the organization.
- Provides performance management guidance to line management (i.e., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale and engagement, increase productivity and retention.
- Bachelor degree preferably in Management, Business or Health Care Administration or Human Resources, or equivalent training or experience. Master degree preferred. And equivalent combination of education and experience will be considered.
- 4 to 7 years of experience advising managers or working at a managerial level, preferably in a complex organization.
- Excellent oral and written communication skills.
- Ability to exercise discretion and judgment in matters of sensitive or confidential nature.
- Academic health system or medical center experience desirable. Other healthcare experience will be considered. Will consider an equivalent combination of education and experience.
- Knowledge of process improvement and lean concepts
- HRCI and/or SHRM certification desired
University of Michigan Health System conducts background screening and pre-employment drug testing on job candidates upon acceptance of a contingent job offer and may use a third party administrator to conduct background screenings. Background screenings are performed in compliance with the Fair Credit Report Act.
Job openings are posted for a minimum of seven calendar days. This job may be removed from posting boards and filled anytime after the minimum posting period has ended.The University of Michigan is an equal opportunity/affirmative action employer.