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.”/
Reston Hospital Center is an expanding, full-service, 187-bed acute care medical and surgical hospital serving the growing Northern Virginia region, incorporating western Fairfax and eastern Loudoun counties. Reston Hospital Center is less than 6 miles from Dulles International Airport.
TheHuman Resources Business Partner II (HRBP)will be responsible for the following under the direction of the VP, HR: * Engage designated leaders 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* * 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. * Employee relations activities as necessary (plans of action, separations/terminations, etc.). *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). * Prepare/coordinate events e.g. holiday celebrations, employee recognition events, service awards, community support. * Coordinate and facilitate employee activity groups and other employee teams (peer reviews). * 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. * Implement emergency response plans with appropriate leaders. *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. * Perform worker’s comp intake processing; support applicable employee leave of absence/return to work administration at facility level (advising employees on process, completing necessary onsite paperwork, etc.). * 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_ * 5 years of professional HR experience (performance management, change management, engagement, retention, succession planning, etc.) * 5 years of strong employee relations background (anticipate, identify and facilitate resolution of employee relations issues - corrective actions, disciplinary discussions, etc.) * Healthcare and/or hospital experience highly preferred *Education* * Undergraduate College Degree Required * PHR or SPHR preferred * * *Competencies* * *
Strategic Positioner * Decoding customer expectations Credible Activist * Earning trust through results * Influencing/relating to others * Improving through self-awareness HR Innovator/Integrator * Improving our human capital through workforce planning and analytics * Developing talent * 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
Job: *HR & Payroll
Title: Human Resources Business Partner II
Location: Virginia-Reston-Reston Hospital Center - Reston
Requisition ID: 26561-4678CORP2