Human Resources Business Partner - Cooper Green Location
UAB Medicine
Description
Compensation: $63,875 - $103,800/Annual
Work with the Best at UAB Medicine:
UAB Medicine is Alabama’s largest single-site employer and operates over 1,200 beds and over 200 clinics in Birmingham, Alabama. When you become part of UAB Medicine, you join a nationally ranked academic medical center committed to education and advancing medical science through research.
- U.S. News & World Report's Best Hospitals, #1 in Alabama
- America’s No. 1 Best Large Employer, Forbes, 2021
- Level I Trauma Center
- NCI-Designated Comprehensive Cancer Center, Comprehensive Transplant Institute, Comprehensive Stroke Center
Our success in patient care, innovation, and education is a direct result of our supportive and inclusive culture. Whether you are looking to start your career, fast-track your development, or diversify your skills, UAB Medicine offers avenues for advancement that other employers cannot match.
General Responsibilities
To align business objectives with employees and management in designated departments. To formulate partnerships across the HR function to deliver value‐added service to management and employees that reflects the business objectives of the organization. To maintain an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competitors. To participate in department and organizational process improvement initiatives, change management and special projects. To lead programs and initiatives, champion the organization's culture and develop practical solutions to achieve business objectives.
Key Duties & Responsibilities
| 1. | Partners with clients to understand and assess business direction. Creates specific business/workforce plans in support of HR‐related goals that will meet department needs, address weaknesses, capitalize on strengths and take advantage of opportunities. Works with leadership to regularly interpret results and progress of HR-related goals. Prepares presentations for respective client groups and follows up with leadership regarding the status and progress of their HR business plans. | |
| 2. | Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides guidance and advice addressing issues that pertain to engagement, employee retention, performance management, workforce planning, training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focuses on development, collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications. | |
| 3. | Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. | |
| 4. | Serves as a resource to employees, management, and Human Resources team to promote and maintain positive employee relations. Proactively identifies, collaborates, and facilitates the equitable resolution of job‐related complaints and concerns as directed by Employee Relations. | |
| 5. | HR Business Partner provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Provides education and advice on proper documentation and/or legal requirements for performance improvement and termination process. | |
| 6. | Creates a culture of accountability and expectations of excellence for themselves and others. Ensures timely feedback is provided regarding team and individual progress on projects/goals. Takes responsibility for decisions that impact performance and outcomes. Consistently follows through on commitments and delivers on promises. | |
| 7. | Takes personal ownership and is a champion for leading change within the organization. Creates the business case, obtains sponsorship, removes barriers and enlists resources to achieve established goals. | |
| 8. | Demonstrates a deep trust and respect for others, maintains confidentiality. Ensures decisions are ethical and align with our mission, vision and values. Serves as a trusted advisor to leadership and staff. | |
| 9. | Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides direct honest feedback, even when difficult. | |
| 10. | Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees. Maintains current knowledge of relevant State and Federal laws, legal rulings and regulations. | |
| 11. | Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/market/division being served. Uses analytics to become an evidence based strategic business partner. | |
| 12. | Performs other duties as assigned. |
Qualifications
Minimum Requirements
Bachelor's degree in Human Resources, Business Management or a related field and a minimum of two (2) years of HRBP experience in a healthcare setting within the past three (3) to five (5) years required. At least five (5) years of HR generalist experience or experienced in two or more HR specialties (compensation, benefits, talent acquisition, HRIS, etc.) preferred. Work experience may NOT substitute for education requirement.
Licenses / Certifications / Registrations
Currently certified as a Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) by the Human Resources Certification Institute (HRCI) preferred. Currently certified as a SHRM Certitifed Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) by the Society for Human Resource Management (SHRM) preferred.