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.”/
The Human Resources Business Partner (HRBP) will be based at support Johnston-Willis Hospital. Founded in 1909, Johnston-Willis and its sister facility, Chippenham Hospital, have provided and continue to provide a wide range of services to Central Virginia for more than a century.
Among the amenities at Johnston-Willis Hospital are: * A 28-bed ER * Home to Sarah Cannon Cancer Institute * Oncology nurse navigators to assist our patients navigate treatments * The latest technology in diagnostic imaging, including 3D mammography * A Central Virginia leader in brain and spine care with national designations for stroke and brain tumor care * A neuroscience ICU & step-down unit * A 44-bed inpatient physical rehabilitation unit * In most cases, new moms don’t change rooms – even after they have their baby * The latest in surgical technologies, including the use of robots, which may be used in women’s surgeries, general surgery and spine surgery * A full range of surgical services including orthopedics, gynecology, neuro, plastics, urology, general surgery & more Our hospital is the only Level III Trauma Center in Chesterfield County, which means we can provide fast, skilled care in emergencies. Johnston-Willis was the first hospital in the US to receive The Joint Commission Gold Seal Certificate of Distinction for Brain Tumor care and the first non-academic hospital in Virginia to receive the Comprehensive Stroke Certification by DNV-GL Healthcare, the highest level of competence possible for stroke care.
The HRBP will be responsible for the following under the direction of the VP, HR:
_Implement Business and HR strategy and programs_ * Engage designated leaders to understand talent needs of the businesses and define people strategies * Implement HCA-wide and LOB or 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 _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_ * 3 years of Human Resources experience (change management, engagement, retention, succession planning, etc.)
Employee Relations experience (anticipate, identify and facilitate resolution of employee relations issues - corrective actions, disciplinary discussions, etc.)
Healthcare and/or hospital experience preferred _Education_
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
Location: Virginia-Richmond-Johnston-Willis Hospital
Requisition ID: 26561-4546