The Sr. HR Business Partner will serve as a Strategic Business Partner and primary point of contact to their respective Business Units and its leadership. Will be responsible to design and operationalize user-friendly plans and programs to support the CNMC mission of "Employer of Choice" to maximize employee engagement. The position will serve as the primary point of contact to the Business Units and provide direction, coordination and overall management of the HR Function. This will include to prepare regular human resources statistical summaries and raise awareness of existing and emerging trends.

Minimum Education
Bachelor's Degree in Organizational Development, Human Resources, Business Administration or related field required. Relevant work experience may substitute for the educational requirement. (Required)
Master's Degree in Organizational Development, Human Resources or MBA (Preferred)

Minimum Work Experience
At least 5+ years of progressive experience as an HR generalist.

Required Skills/Knowledge
Strong business acumen.
Familiarity with HR policies, procedures and practices.
Proven skills in organizational development and consensus building.
Strong analytical, decision-making, negotiation and consultative skills.
Proven ability to develop and effectively establish and manage programs, projects and initiatives within a large, complex organization.
Strong project management and prioritization skills.
Strong interpersonal skills as exhibited by the ability to influence others and build collaborative relationships both within HR and across the organization with individuals at all levels.
Excellent written and verbal communication and training skills.
Proven proficiency with MS Office.
Experience with PeopleSoft HCM is a plus.

Functional Accountabilities
HR Partnership with Business Units

• Partner with business unit leaders to identify, plan and implement strategic objectives that are in alignment with business unit strategies.

• Design, develop and implement various HR business projects and initiatives to proactively meet the needs of the assigned business units; research best practices and provide strategic recommendations based on data analysis and incorporation of appropriate metrics to measure outcomes.

• Act as single point of contact for HR-related processes, issues/questions for assigned business units.

• Collaborate with other HR functions to design, develop and implement key HR programs and initiatives.

• Model behavior and provide support to contribute to the improved performance of the assigned business units.

HR Consulting and Employee Relations

• Work with managers and employees to investigate and resolve employee relations issues.

• Serve as an internal consultant to managers for people and organizational issues.

• Collaborate with Senior Learning & Development consultant to coach managers in leadership abilities, relationships among teams/individuals, interpersonal communications and performance management.

• Collaborate with Director of Labor Relations to help managers adhere to CBA terms and address union related issues

HR Compliance and Performance Improvement

• Assist in the development and administration of HR policies and procedures.

• Ensure all HR initiatives and activities in the assigned business units are in compliance with federal, state and local government regulations.

• Participate in performance improvement activities.

• Assist to maintain compliance with Joint Commission accreditation and other internal and external regulatory standards.

Organizational Accountabilities
Organizational Commitment/Identification

• Anticipate and responds to customer needs; follows up until needs are met.

Teamwork/Communication

• Demonstrate collaborative and respectful behavior.

• Partner with all team members to achieve goals.

• Receptive to others' ideas and opinions.

Performance Improvement/Problem-solving

• Contribute to a positive work environment.

• Demonstrate flexibility and willingness to change.

• Identify opportunities to improve clinical and administrative processes.

• Make appropriate decisions, using sound judgment.

Cost Management/Financial Responsibility

• Use resources efficiently.

• Search for less costly ways of doing things.

Safety

• Speak up when team members appear to exhibit unsafe behavior or performance.

• Continuously validate and verify information needed for decision making or documentation.

• Stop in the face of uncertainty and takes time to resolve the situation.

• Demonstrate accurate, clear and timely verbal and written communication.

• Actively promote safety for patients, families, visitors and co-workers.

• Attend carefully to important details - practicing Stop, Think, Act and Review in order to self-check behavior and performance.