Human Resources - HR Business Partner (2 openings)

🌍 Remote, USA 🎯 Full-time 🕐 Posted Recently

Job Description

Job Title & Specialty Area: Human Resources Business Partner (2 openings - one Dallas, one Plano)

Department: Human Resources

Location: Dallas or Plano

Shift: Monday - Friday, 8A - 5P

Job Type: Remote with onsite requirements

Why Children's Health?

At Children's Health, our mission is to Make Life Better for Children, and we recognize that their health plays a crucial role in achieving this goal.

Through our cutting-edge treatments and affiliation with UT Southwestern, we strive to deliver an extraordinary patient and family experience, ensuring that every moment, big or small, contributes to their overall well-being.

Our dedication to promoting children's health extends beyond our organization and encompasses the broader community. Together, we can make a significant difference in the lives of children and contribute to a brighter and healthier future for all.

Summary:
Reporting to the VP HR Consulting, the HRBP is a key member of an embedded HR Consulting team assigned to a specific business line (market/corporate/other). Participates as a key member of client teams to inform and implement local people priorities, strategies, and goals; attends client meetings to establish understanding of operational and business objectives and to provide input on performance, development, engagement, attrition, or other people impact. Provide change management expertise to leaders and teams to ensure alignment and adoption of initiatives to meet market/business unit and enterprise strategies. Participates with local HR leadership team to engage extended HR team resources and stakeholders; ensures change plans provide stakeholders with a clearer understanding of what will change and how to align behavior and work practice changes. In partnership with VP HR Consulting engages HR Centers of Excellence resources to provide people solutions that are aligned with enterprise people strategies and designed to achieve local performance objectives.

SYSTEM ALIGNMENT: Partner with HRLLI colleagues to support local client people practices and programs that are aligned with enterprise objectives:
Workforce Planning: Supports VP HR Consulting and clients in workforce planning activities utilizing the 4R model (recruitment, retention, reskilling, and redesign) to create a local workforce plan. Contributes to the design and leads retention and redesign plans, collaborates with talent acquisition and learning teams on recruitment and reskilling plans, accountable for change management plans. Contributes to the integration/separation of teams resulting from acquisitions/divestitures; partners as appropriate with corporate HRLLI resources to support change efforts, foster accelerated adoption of change and meet operational performance objectives resulting from these changes. Leads cultural assimilation process for newly acquired businesses
Talent Acquisition and Workforce Strategies: Collaborate with client leaders and Talent Acquisition team on development of staffing initiatives; collaborates to support internal mobility objectives and career management of team members. Client-based staffing initiatives may inform the development of new talent pipelines, the HRBP facilitates the connection and planning with Talent Acquisition, client leaders and local HR resources
Talent Development and Performance Management: Supports leaders on the talent management activities related to organization design projects, restructuring, and acquisitions. Leads performance and PEAC calibration sessions, individual coaching, counseling, PIPs, and involuntary separations, succession planning, and career development for team members. Oversees development plans and performance on those plans; accountable to ensuring an ongoing view of leadership talent and preparedness. Participates with leaders to support enterprise talent discussions that inform talent and succession planning
Shared Services: Direct clients and team members to effectively use shared services capabilities; provide input to inform the development of new capabilities for shared services
Total Rewards: Support local leaders in annual compensation planning and foster team member understanding of pay program philosophies and practices. Partner with local leaders during the identification of potential competitive pay challenges leveraging performance, engagement, retention, and recruitment data to build business case for off-cycle market reviews. Works through VP HR Consulting to engage reward team for developing solutions aligned with enterprise reward programs and objectives to deliver competitive and equitable pay
Employee Relations/ Compliance Manages employee relations issues in a timely manner with an emphasis on conflict resolution and leadership coaching; Advises leaders on legal risk and other implications of high-level HR decisions (for example, staffing, separation, and workforce realignments). Accountable for ensuring all appropriate documentation is collected to support termination recommendations. Partner with leader to develop separation plan. Ensures executive approval of terminations including local VP HR Consulting. Partners with HR colleagues, leaders and Legal to implement training or other interventions that will assist in eliminating or reducing problems identified in an investigation or through the review or analysis of market specific trends.
Engagement and Inclusion: Supports local Engagement & Inclusion programming and may lead or have an administrative governance role with an Employee Work Group or Engagement & Inclusion council; ensures alignment with enterprise policies and practices.
Learning, Leadership Development and Engagement: Provides local support to annual engagement survey activities and manages local Engagement Every Day planning. Equips clients with Engagement Every Day activities and resources; oversees performance and actions related to low-engagement teams. Serves as a talent partner for individual development planning and workforce development activities for assigned client group(s). Partners with the Learning and Leadership teams to identify appropriate development programs and opportunities. Facilitates and leads training sessions on a variety of HR related topics
Communication: In collaboration with the VP HR Consulting, serve as the feedback loop for communication tools supporting all aspects of the life cycle of employment (newly hired, onboarding, tenured, promoting, retiring, and separating)
People Technology and Analytics: Leverage internal platforms and data to inform client initiative priorities and monitor for progress. Deliver a regular review of people performance metrics aligned with established local cadence of reporting to inform leaders of people priorities and performance. Participate in intake sessions with client and People Technology and Analytics team for specific needs and requests. Utilizes people data and self-service analytics platforms to identify insights that measure success and drive improvement within client groups. Analyzes trends and metrics with the client leadership team to develop solutions, programs, and goals
DECISION MAKING: Decision authority for daily work practices; exception management requires collaboration with upline leader prior to final decision; subsequent collaboration may include Legal and/or EVP, HR Operations and Shared Services or Chief People Officer depending on circumstances. In collaboration with direct leader, establishes protocols for escalation of people issues; establishes cadence for visibility of performance areas and reporting expectations

How You’ll Be Successful:

At least 8 years Progressive HR (or related) experience required

Four-year Bachelor's degree or equivalent experience required

PHR/SPHR or other HR-related industry certification preferred

Regarded internally (and possibly externally) as an expert in a professional field who is critical to the success of the function internally; typically accountable for the performance and results of major programs and/or initiatives
Consults with clients and partners on developing solutions to address issues. Uses critical thinking to create business plans, policies, and procedures applicable at the system level
Leads long-term projects with notable risk and complexity; develops the strategy for project execution
Solves unique and complex problems with broad impact on the business; requires conceptual and innovative thinking to develop solutions
Through strategic input to the function, impacts the direction and resource allocation for programs, projects or services; works within general functional policies and industry guidelines
Anticipates business and regulatory issues; recommends improvements to products, processes or services
Communicates complex ideas, anticipates potential objections and persuades others, often at senior levels, to adopt a different point of view; works on cross functional teams

Maintain effectiveness when experiencing major changes in work responsibilities or environment; adjust effectively to work within new work structures, processes, requirements, or cultures.
Use appropriate interpersonal styles to establish effective relationships with customers and internal partners; interact with others in a way that promotes openness and trust and gives them confidence in one's intentions.
Ensure that the customer perspective is a driving force behind business decisions and activities; craft and implement service practices that meet customers' and own organization's needs.
Develop and use collaborative relationships to facilitate the accomplishment of work goals.
Identify and understand issues, problems, and opportunities; compare data from different sources to draw conclusions; use effective approaches for choosing a course of action or developing appropriate solutions; take action that is consistent with available facts, constraints, and probable consequences.
Take prompt action to accomplish objectives; take action to achieve goals beyond what is required; be proactive.
Deal effectively with others in an antagonistic situation; use appropriate interpersonal styles and methods to reduce tension or conflict between two or more people.
Effectively manage one's time and resources to ensure that work is completed efficiently.
Accomplish tasks by considering all areas involved, no matter how small; showing concern for all aspects of the job; accurately checking processes and tasks; being watchful over a period of time.
Set high standards of performance for self and others; assume responsibility and accountability for successfully completing assignments or tasks; self impose standards of excellence rather than having standards imposed.
Assimilate and apply new job-related information in a timely manner.
Clearly convey information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message.

A Place Where You Belong

We put our people first. We welcome, value, and respect the beliefs, identities and experiences of our patients and colleagues. We are committed to delivering culturally effective care, creating meaningful partnerships in the communities we serve, and equipping and developing our team members to make Children’s Health a place where everyone can contribute.

Holistic Benefits – How We’ll Care for You:

· Employee portion of medical plan premiums are covered after 3 years.

· 4%-10% employee savings plan match based on tenure

· Paid Parental Leave (up to 12 weeks)

· Caregiver Leave

· Adoption and surrogacy reimbursement

As an equal opportunity employer, Children's Health does not discriminate against employees or applicants because of race, color, religion, sex, gender identity and expression, sexual orientation, age, national origin, veteran or military status, disability, or genetic information or any other Federal or State legally-protected status or class. This applies to all aspects of the employer-employee relationship including but not limited to recruitment, hiring, promotion, transfer pay, training, discipline, workforce adjustments, termination, employee benefits, and any other employment-related activity.

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