Overview

CommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health. With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.

This position contributes to the fulfillment of the CHI Health mission and vision by working closely with leadership to strategically identify Human Resources needs for the operation. Partners closely with the Human Resource Centers of Excellence to ensure successful implementation of newly-created/changed programs, policies and procedures, as well as identifies the most effective mechanisms for communication. Other aspects of this role include, but are not limited to the following: Provides guidance to leaders on all aspects of Human Resource programs and policies. Facilitates both leadership and staff-level training and developmental opportunities. Serves as a resource for risk mitigation pertaining to Human Resources laws and regulations.

Responsibilities

Senior Human Resources Business Partner

Location: St. Elizabeth Hospital, Lincoln, NE

Operational Guidance and Support

1. Works with management to understand operational needs and plans. Addresses operational and employee relations in a positive and proactive manner to support the strategic business plan and achieve appropriate change.

2. Coaches managers and employees at all levels on a variety of topics including leadership skills, performance management, conflict resolution and communications.

3. Identifies and mitigates risks and resolves human capital matters. Remains proactive in compliance with Federal and State laws, such as EEO, Worker’s Compensation and Unemployment. Educates leaders and employees on Labor Relations legislation and serves as a resource for maintaining a positive work environment.

4. Employee Relations/Human Capital Concerns: Reviews, advises and ensures appropriate actions are taken on employee suspensions, demotions, layoffs, and discharges to ensure compliance with federal and state laws, policies, procedures, and acceptable management practices. Team analysis conducted as needed.

5. Provides leadership guidance for operational activities which increase employee, patient, and physician engagement.

6. Collaborates with the operational management team to develop an effective resourcing, retention, and succession plan.

7. Partners with leaders to build an effective development culture. Provides assessment, guidance, tools, and implementation strategy to create a collaborative development plan.

Human Resource Centers of Excellence

1. Provides guidance in researching and addressing issues that pertain to engagement, performance management, benefits, compensation, worker’s compensation, employee relations, recruitment, retention, training and interpretation of Human Resources policies/procedures. Makes appropriate recommendations to meet operational needs.

2. Assists COE with the facilitation and successful rollout of programs/initiatives to increase awareness and understanding by employees and leaders. This includes educating both staff and leaders on HR programs.

3. Participates in the delivery of skills training, in such areas as supervision, conflict resolution, interpersonal communication and effective group interactions as it pertains to the operation.

4. Assists in presenting and educating operations management with regards to general and specific human resources policies, procedures, and documentation.

5. Metrics/Trending/Customer Service: Delivers data regularly to the operation on Human Resources programs against set goals and timelines, while researching and implementing best practice tactics/strategies.

Communications and Change Management

1. Provides assistance, as needed, on change projects related to human capital, while working with Operations Management and HR Centers of Excellence to identify and develop solutions to meet operational needs.

2. Partners in communication efforts for HR changes within the operation. Serves as an integral part of branding and facilitating Human Resources communications throughout the system, to the operations, and departments.

3. Participates in other projects to build effective working relationships within the organization, while maintaining the professional competence, knowledge and skill necessary to help drive the business.

Qualifications

Bachelor's Degree Required

Knowledge of all applicable laws and regulations, i.e. FLSA, FMLA, ADA, EEO. ERISA

Proven ability to make oral presentations and facilitate small or large group training.

Excellent verbal and written communication skills.

Practices excellent active listening skills.

Ability to relate well with employees at all levels of the organization.

Ability to manage multiple tasks and priorities in daily and long-term assignments.

Ability to maintain a high level of confidentiality with sensitive information.

Sound judgment, strong analytical, critical thinking and problem solving skills.

Self-motivated, well organized, and detail-oriented.

Computer proficiency with MS Office products (Word, Excel & PowerPoint)

#LI-CHI

Pay Range

$33.52 - $48.60 /hour

We are an equal opportunity/affirmative action employer.