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Job Details

Senior Human Resources Business Partner

Company name
HCA Holdings, Inc

Location
Richmond, VA, United States

Employment Type
Full-Time

Industry
Hr, Manager

Posted on
Mar 08,2019

Valid Through
Jun 21,2019

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Profile

People. Performance. Possibilities. * These words describe the focus of our Human Resources Group here atHCA*, a Fortune 100 company with over 200,000 employees in 20 states and the UK. Our HR team of over 1400 can provide a broad range of HR career paths within one organization. Come join our team to help support our mission/“Above all else, we are committed to the care and improvement of human life.”/

/“We are an equal opportunity employer and we value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.”/

Chippenham Hospital, a 466-bed acute care hospital located in Richmond, Virginia, s a Level II Trauma Center, which means we can provide fast, skilled care in serious emergencies. That's why we see more adults and adolescents in our ER and Pediatric ER than any other hospital in the area.**

As a Senior Human Resources Business Partner, you will provide strategic HR and talent support to designated leaders and employees at one or more HCA facilities, creating the desired workplace culture and an engaged and productive workforce through HCA’s policies, programs and practices. This role serves as a senior member of the HR team and may be asked to take on more strategic activities with the senior team at the facility.

You will be responsible for the following under the direction of the VP, HR:

_Implement Business and HR strategy and programs_

Engage designated leaders (CEO, CFO, CNO, Dept., Directors, etc.) to understand talent needs of the businesses and define people strategies.

Implement HCA-wide and location-specific HR initiatives.

If applicable, work with the VP of HR and the Labor Relations Center of Excellence to support Labor Relations strategy (i.e., grievance procedures must involve Labor Relations).

_Advise leaders on people issues_

Partner with the executive leadership team to analyze and prioritize the critical business challenges faced by the organization, and deploy appropriate HR interventions in collaboration with appropriate COE.

Participate in periodic business strategic planning and review cycles; act as the human capital strategy architect to proactively work with COE teams to identify and deploy HR interventions to meet business requirements.

Proactively obtain, interpret and present metrics and analysis to business leaders to inform decisions (performance, attrition, hiring, vacancy, employee engagement/sensing, and other data).

Advise business leaders on change management, performance issues, responding to employee or community concerns, compliance or ethics investigations, etc.

Provide HR observations related to departmental issues in meetings and one-on-one. Interpret talent management data for departments and work with VP of HR to develop appropriate initiatives.

Coach designated leaders through change management, performance management issues, etc.

Respond to leader questions and requests for information, point them to appropriate self-service tools.

_Deploy development programs_

Advise leaders on learning and organizational development. May include program implementation such as ensuring completion of employee development plans, updating the succession plan and implementing other programs and tools.

Deploy HCA career development program tools and processes. Includes coaching leaders, participating in employee career counseling and feedback sessions, equipping managers with standard tools for coaching, feedback & planning.

_Support Employee & Community engagement_

Promote and foster a healthy work environment; raise awareness of available programs to assist employees. Implement appropriate employee engagement programs and union avoidance initiatives (as applicable).

Interpret and drive departmental action planning as a result of employee engagement surveys; assess facility “temperature” through formal and informal sensing and plan actions with department managers.

Counsel managers and employees on situational issues; resolve employee conflicts.

_Implement business performance, quality and patient care initiatives_

Partner with designated leaders to uphold all compliance standards (Joint Commission, Dept. of Labor, HR policies, etc.) and create an environment of compliance/excellence.

Support employee relations, ethics, or compliance investigations (initial interviews & fact gathering); maintain tracking for issues/concerns and handle inquiries from employees or managers.

Deploy performance management/appraisal program tools and processes in their assigned facility areas. Includes coaching, participating in assigning ratings, feedback sessions and developing performance improvement plans.

Advise designated leaders on performance counseling and discipline procedures; consult on suspension or termination of employment actions; provide information on RIF processes and severance.

Escalate major issues to VP of HR and/or HR Center of Excellence/HR Service Centers when appropriate.

Support measurement of productivity and addressing of productivity issues.

_Execute HR operational excellence_

Work with VP of HR and all HR Centers of Excellence to give feedback on strategies and programs to more effectively meet the needs of businesses.

Prepare managers for the compensation planning process and provide compensation budget information.

Support Total Rewards COE with benefits enrollment at facility level.

Work with designated department leaders on workforce planning, including position control/review; aligning with budget, productivity metrics, resourcing processes, etc. Review and localize job descriptions and compensation with Recruiting and Compensation Centers of Excellence. Assist leadership with temporary/PRN workforce planning & implementation, internship/externship placements and other non-RFT talent processes.

Facilitate local interview process for hiring. Develop and deliver local onboarding and facility orientation programs.

Support effective leader and employee communications.

Support utilization of the HR support model; guide employees to the appropriate channel and ensure proper utilization of HR policies and processes.

_Experience_

* 7 years of professional HR experience (performance management, change management, engagement, succession planning, retention, etc.).

* Strong employee relations background (anticipate, identify and facilitate resolution of employee relations issues).

* Healthcare and/or hospital experience highly preferred.

_Education_

* Undergraduate college degree required, Masters highly desired.

_Special Qualifications_

* PHR or SPHR preferred.

_Competencies_

_

_

Strategic Positioner

* Interpreting external business content

* Decoding customer expectations

* Co-crafting a strategic agenda

Credible Activist

* Earning trust through results

* Influencing/relating to others

* Improving through self-awareness

HR Innovator/Integrator

* Building our leadership brand

* Improving our human capital through workforce planning and analytics

* Developing talent

* Shaping organizations & comms practices

* Driving performance

Technology Proponent

* Improving utility of HR operations

* Leveraging social media tools

* Connecting people through technology

Change Champion

* Sustaining change

Capability Builder

* Capitalizing on organizational capability

* Aligning strategy, culture, practices & behavior

* Creating a meaningful work environment

We offer you an excellent total compensation package, including competitive salary, excellent benefit package and growth opportunities. We believe deeply in our team and your ability to do excellent work with us. Your benefits package allows you to select the options that best meet the needs of you and your family. Benefits include 401k, paid time off medical, dental, flex spending, life, disability, tuition reimbursement, employee discount program, and employee stock purchase program.

__

Job: *HR & Payroll

Title: Senior Human Resources Business Partner

Location: Virginia-Richmond-Chippenham Hospital

Requisition ID: 26561-5245

Company info

HCA Holdings, Inc
Website : http://hcahealthcare.com

Company Profile
At its founding in 1968, Nashville-based HCA was one of the nation's first hospital companies. Today, we are the nation's leading provider of healthcare services, a company comprised of locally managed facilities that includes about 165 hospitals and 115 freestanding surgery centers in 20 states and England and employing approximately 204,000 people. Approximately four to five percent of all inpatient care delivered in the country today is provided by HCA facilities. Milton Johnson serves as Chairman and Chief Executive Officer of HCA. HCA is committed to the care and improvement of human life and strives to deliver high quality, cost effective healthcare in the communities we serve. Building on the foundation provided by our Mission & Values, HCA puts patients first and works to constantly improve the care we give them by implementing measures that support our caregivers, help ensure patient safety and provide the highest possible quality. Investing in our communities is important to us. HCA typically invests about $1.5 billion annually to keep our facilities modern and up-to-date technologically and to expand and add services where needed. Focusing primarily on communities where the company is a leading healthcare provider, HCA selectively adds new facilities in order to better serve our communities. And because two HCA founders were physicians, we value highly the strong relationships we've created with local physicians. We endeavor to provide them with a wide array of services and modern facilities in order to help them deliver the best possible care.

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