Human Resources Business Partner at Mount Nittany… · State…

ESSENTIAL FUNCTIONS

1. Builds and sustains strong business partnerships with Mount Nittany Medical Center or Mount Nittany Physician group leadership as assigned by engaging in the strategic discussions and assisting with planning of emerging or growth strategies. 
   1. Develops a solid understanding of the medical center or physician group operations and works closely with managers to implement innovative solutions that drive performance, create an engaging environment, exhibits system-wide thinking and aligns people strategies with business strategies in a productive, complex and rapidly changing healthcare environment.
   2. Ensures HR processes are aligned with system culture, operating model and strategic plan. 
   3. Provides direct and proactive HR support to managers in all aspects of talent management, performance management, employee relations, total rewards and program management
   4. Ensures appropriate and timely provision of HR services to leadership including assessing talent acquisition, communicating and defining expectations.
   5. Provides HR guidance, consulting and expertise to leadership and advises leaders on the implications of short and long-term decisions on people and strategies.
2. Serves as conduit between assigned areas and HR Operations and Organizational Development (OD) and works collaboratively with HR Operations and OD to effectively support assigned areas. 
   1. Assists in the successful implementation of key HR programs/changes focused within the assigned departments.  These programs may include: mentoring; learning and development; total rewards; employment branding; and HR platforms and systems developed through HR Operations and Organizational Development.
   2. Solicits feedback, both formally and informally, during and after change initiatives or introduction of new HR programs.
   3. Assists OD with the performance management program by coaching, encouraging ongoing feedback, identifying and setting goals, etc.
   4. Works closely with managers to evaluate current staff to identify high potential employees, create succession plans, and generate workforce plans that enable the strategy of the business. In conjunction with OD, uses data to establish succession planning criteria to assure proper utilization of developing skills and education. 
   5. In partnership with the compensation/benefits team, serves as a subject matter expert for basic compensation philosophy challenges, internal equity analysis, job analysis, and market based salary adjustments. Answers basic benefits related questions and refers more in-depth questions to the benefits team for processing.
3. Ensures provision of employee relations and labor relations functions within assigned areas as required.
   1. Collaborates as part of a Business Partner team to ensure organizational strategies are considered when implementing employee and labor relations activities.
   2. Minimizes legal exposure for the Mount Nittany Health through effective employee relations and labor relations consultation, knowledge of HR policies, and employment laws.
   3. Serves in a consultative role by providing guidance to management on employee and labor relations issues. 
   4. Leads, conducts and participates with investigations to foster and maintain a productive and respectful work environment. 
   5. Balances the needs of the system and staff while ensuring practical, consistent application of HR policies and the application of labor relations policies and practices, and disciplinary procedures.
   6. Ensures the consistent and effective application of HR Policies, practices and programs and compliance with FMLA/ADA, Title VII, and other federal and state employment laws.
   7. Facilitates employee recognition program.
4. Supports assigned areas with workforce planning, recruitment issues and effective FTE utilization.
   1. Tracks and trends HR metrics such as turnover, vacancies, exit interview data, etc., and compares/evaluates correlation with department’s revenue, expenses, growth and other productivity targets. 
   2. Tracks and review budget and departmental leadership for new and replacement FTEs. 
   3. Reviews metrics and data regarding age of department’s workforce, exit and transfer survey data and develops programs to effect positive and stabilizing change.
   4. Reviews productivity targets and partners with finance to justify productivity metrics for various departments.  Establishes opportunities for interdepartmental transferring of staff to areas where the greatest need exists.  
   5. Advocates on behalf of the business unit to establish special recruitment and compensation programs to resolve issues regarding staffing and specialty recruitment.   

NON-ESSENTIAL FUNCTIONS

Performs related and miscellaneous duties as assigned.