The Director, HR Strategic Partner (HRSP) serves as the lead HR Strategic Partner for the West and Jewish Hospitals in the Cincinnati Market. The partner ensures leadership awareness and local change management approach of standard HR program delivery and initiatives throughout the year. Coordinates HR Centers of Excellence (COEs) strategic solutions on client-specific work. With an agile approach to our work, HRSPs are assigned to projects locally and across the system. Mid-level initiatives with $1-10M in impact, projects impacting 1-2000 associates, Medical group acquisition or divestitures, Market expansions, advanced partners may work on subsidiary and segmentation strategy for business units, lead change management and org design solutions as well as associate experience or workforce planning solutions for clients. Clients include directors through VP-level Group, Market Medical Group, Shared Services, Innovation, and subsidiary leaders. Responsible for their own portfolio of work and mentor associate-level HR strategic partners.
Essential Functions:
HRSP for the assigned market, medical group, shared services, and innovations clients.
Is a strategic HR advisor to the leadership team and partners with HR COEs on strategic solutions for clients.
Drives for great outcomes and results.
Partners with HR COES on HR program delivery into the local market and is responsible for creating a successful change approach for the market and leadership teams.
Advises COEs on change approach.
Strategic Solutions are focused on Turnover Mitigation and retention work, work with the Workforce planning COE on assignments focused on market workforce strategies.
Other strategic solutions include operating model development, org design, change management, merger and acquisition from due diligence to implementation, workforce transitions, and market segmentation.
Leads system-wide projects and initiatives: creating organizational design, identifying appropriate interventions and strategic solutions, leading change management planning efforts on assigned projects with the initiative owner, developing communication plans on change management work with communications partners and leadership, anticipating change management needs and plans for mitigating barriers, uses BSMH HR standard tool kits to work with clients.
May have associate/manager level HRSPs reporting directly depending on the size of the market.
Leads other HR professionals in their role on a given project.
Works with HR executives and subject matter experts on aligning approaches for a variety of projects.
Partners with and leads PMs and others through implementation.
Responsible for meeting the success metrics, SLAs, and experience results for the HR components of their work and assigned projects.
Builds trust and great relationships with leadership teams.
Minimum Years and Type of Experience Required: 5+ years in HR with proven career progression- must be experienced in understanding HR labor law and different parts of Human Resources (leave process, FMLA, EEOC, Title VII, Compensation requirements)
Minimum Years and Type of Experience Preferred: 7 years in Business/Healthcare experience with proven career progressions
Required Functional and Interpersonal Skills:
Advanced use of Microsoft applications
Data and information interpretation
Leverage online tools for work
Interpret business context and understand business operations