Senior HR Strategic Partner at Commonwealth Care Alliance in Springfield, Massachusetts

Job Description:

Why This Role is Important to Us

Responsible for providing Human Resource Business Partner services to business unit/s or geographically assigned client group/s; The Senior Human Resources Strategic Partner (Sr. HRSP) reports directly to the Sr. Director, HR Strategic Partnership for Commonwealth Care Alliance. The Sr. HRSP is responsible for providing human capital management leadership and comprehensive consultation and support for all current and future workforce planning, development and management needs. The Sr. HRSP is responsible for actively partnering with corporate and clinical leaders enabling CCA leadership and staff to fulfill CCA's mission, achieve our vision, and live our values. The Sr. HRSP serves as a strategic partner while also providing hands-on generalist responsibilities for execution of all HR programs, processes and operational activities.

What We're Looking For

- Minimum Bachelor's Degree or equivalent experience (equivalent experience minimum 12 years' experience as an HR Business Partner or Generalist across multiple lines of business)

With a Bachelor's degree will need a minimum 10 years' experience in progressively responsible roles in human resources, including human resources business partner or "generalist" roles, HR manager; PHR certification (or equivalent related professional designation)

Advanced degree desired

- Proven history of success in health care or social service environments desired

- Personal credibility in the HR area of expertise with both HR counterparts and operational and clinical management; must have the capability, energy, experience, presence and outlook to quickly establish and sustain credibility with business partners; proven experience and expertise in employee relations, performance management, learning and development, compensation, and employee benefits

- Customer orientation experience / consultative skills focusing on needs of internal clients delivering extraordinary results; must be able to operate in a positive, helpful and productive manner; a record of success in providing effective, innovative and practical advice

- Mediation / facilitation / conflict resolution skills; collaborative style, ability to mediate disputes as well as provide ongoing coaching and counsel to all employees; demonstrated ability to work effectively with a wide variety of individuals from various socio-economic, ethnic and cultural backgrounds

- Demonstrated expertise of local, state, and federal employment laws and regulations

- A commitment to excellence and to making a difference; results driven, improvement focused, and action-oriented self-starter who can handle various responsibilities simultaneously and proactively and continually look for a better way of doing things

- Strong and effective communication skills, both verbal and written; the presence, confidence, influencing, and communication skills to effectively represent the company to a variety of audiences

- Intermediate to advanced knowledge of Microsoft Office programs and HRIS systems

Actual Work Location
3550 main street, Springfield, Massachusetts 01107

All Locations
Main Street-Springfield

Exempt / Not Exempt
Exempt




What You'll Be Doing

- Ensuring the business attracts, develops and retains high quality talent at all levels working with the talent acquisition function to ensure a continuous pipeline of candidates are in place to support the growth objectives, opportunities and strategies of the business

- Working with client leadership to define and develop robust job roles and descriptions while also ensuring that management partners have the appropriate tools to identify and recognize key competencies, behaviors and skills for success in all roles

- Improving organization effectiveness through leadership and organizational development and effective human resources management (HRM) across assigned business

- Ensuring that the effective development and implementation of employee on-boarding, career development, employee relations, management and retention strategies and initiatives are in place to support business objectives

- Serving in a leadership capacity for the continuing roll out of CCA's articulated goals, values, vision and culture - Building working relationships and leveraging the capabilities of CCA's HR Center of Excellence (COE), HR Operation functions such as compensation, benefits, HR administration, talent acquisition, training, leadership and organizational development to roll out corporate-wide programs and ensure client's needs are understood and met

- Partnering with business leaders to ensure full and aligned participation in the performance management process across the region/business unit including, goal setting, performance alignment with business objectives, performance rating calibration and related salary planning - Determining and reviewing base salary (e.g. job evaluation), annual bonus and long-term incentives planning

- Organization and HRM planning - including identifying the people and organizational implications of the business strategy, workforce planning and implementation, identification and development of key talent, facilitation of career development discussions and succession planning

- Partnering with client management as appropriate on the leadership, management, implementation and rollout of human resources management programs and processes critical to business improvements

- In support of corporate learning and development strategy, providing learning and development needs assessment and counsel to management partners working with them to create development plans that ensure the right training and development programs are recommended at the right stages of development; effectively deliver training content as appropriate

- Serving as consultant to client group on organizational and business change and related initiatives - Planning and managing career development and promotion opportunities, processes and criteria

- Working with clients to develop and rollout employee surveys, assessments programs and action planning initiatives - Coaching and counseling client management and employees

- Working with clients to anticipate and minimize any business exposure to litigation by applying best practice employee relations support

- Partnering with management to effectively manage LOAs including STD, FMLA and Worker's Compensation claims ensuring that adequate staffing plans are in place to meet business objectives

- Maintaining current knowledge of laws and regulations in the field; responsible for ensuring regulations are met for assigned client group(s); providing expert guidance and counsel to business partners on applicable compliance matters - Providing guidance, counsel, and coaching to management and employees on performance improvement process and or corrective action and disciplinary process as appropriate

- Conducting meaningful analysis of employee related surveys, quality and market data, exit interviews and other sources of employee related data providing insight into workforce performance trends, management and employee behaviors including employee retention and alignment with company performance and more

- Managing own and team's (if applicable) personal and professional development Professional Characteristics: - Authentic individual with impeccable integrity, whose personal and professional values are consistent with CCA's mission, vision and leadership framework

- Mission-driven: An individual who puts the interests of the broader team and CCA's goals ahead of their own personal agenda

- Must be sensitive, responsive and proactive in addressing employee relations matters and is seen as being objective and balanced in addressing the legitimate needs of the company, management and employees

- Self-aware, self-motivated, self-confident individual who is comfortable operating with minimal direction and who thrives in a dynamic environment as a leader influencing change

- Vibrant, performance-driven individual who will pursue excellence in translating CCA's passion vision/mission of the organization into operational, quantitative plans, goals and schedules for improvement

- Must be an influential advisor; bold and courageous while having the antennae to understand cultural and political nuance

- Credible and savvy businessperson who will be perceived as a trusted consultant and functional expert to senior management

- Strong strategic, financial and analytical skills with the ability to evaluate programs and develop appropriate economic analysis to support the initiation of advanced human resources planning programs

- Strong strategic and creative thinker, knowledgeable in leading edge business practices, trends and information; aware of reward and benefits strategies and tactics being applied in the marketplace that are innovative

- Able to engender trust and respect quickly as a manager of people, with a priority for the development of staff; a capability builder at both the organizational level as well as the individual level

- Inspirational coach, leader, colleague and culture champion within the company

- Team oriented consensus builder who understands how to achieve buy-in from diverse constituencies, building bridges and designing "win-win" solutions

- Strong interpersonal skills with demonstrated ability to partner and build relationships with executive leadership, managers and all levels of coworkers

- Strong work ethic; takes pride in their work; ability to raise performance levels of others

- Confident; knows how to keep messages tuned to right levels, whether with executives or more junior coworkers - An individual of unquestioned personal and business integrity who will be viewed as trustworthy - both within the company, externally, as well as with employees and management

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