HR Business Partner

The Human Resources Business Partner (HRBP) will play a critical role in leveraging data analytics to drive strategic workforce planning and decisionmaking. Reporting to the Senior Advisor and Associate Vice President for Talent Management and Culture (TMC) the HRBP will serve as a key strategic partner within the division collaborating with leaders across departments to optimize human capital strategies. This role requires strong analytical skills a proactive mindset and the ability to work crossfunctionally to support key HR initiatives.

Workforce Planning & Data Analytics

Utilize HR analytics to provide actionable insights for strategic workforce planning retention strategies and organizational development. This involves analyzing complex data sets to identify trends and patterns that can inform HR decisionmaking.

Analyze and interpret workforce trends turnover and compensation data to support datadriven decisionmaking. This includes identifying areas for improvement and recommending strategies to enhance workforce efficiency and effectiveness.

Develop dashboards and reports using Microsoft Excel Power Query Power Pivot and Power BI to track key HR metrics. These dashboards will track key HR metrics and provide visual representations of data to facilitate easy interpretation and analysis.

Leverage AI tools for predictive analytics talent forecasting and other HRrelated assessments. This includes using AI to predict future workforce needs identify potential talent gaps and develop strategies to address these gaps proactively.

HR Functional Expertise & Strategic Partnership

Serve as a trusted advisor to division/department managers by providing insights and recommendations on HR strategies and workforce challenges. Act as a reliable and knowledgeable advisor to division and department managers. Offer expert insights and recommendations on HR strategies helping managers navigate workforce challenges and optimize their teams performance. This involves building strong relationships with managers and understanding their unique needs and goals.

Develop a working knowledge of all core HR functional areas including compensation benefits talent acquisition and employee relations. This expertise enables the HRBP to provide wellrounded support and guidance across various HR domains ensuring that all HR practices are aligned with the organizations objectives.

Function as a liaison between HR and business units to ensure alignment between organizational goals and HR practices. This involves facilitating discussions addressing concerns and ensuring that HR strategies support the overall business strategy.

Proactively identify HR trends challenges and opportunities to support a highperformance culture. This includes analyzing data monitoring external and internal factors and recommending proactive measures to address potential issues and capitalize on opportunities.

Technology & Process Improvement

Identify and recommend cuttingedge HR technology solutions that can streamline processes and improve workforce efficiency. This includes evaluating various HR software and tools assessing their potential impact on the organization and making informed recommendations for adoption. The goal is to leverage technology to simplify HR tasks reduce manual effort and enhance the overall employee experience.

Support continuous improvement initiatives in HR operations through automation datadriven solutions and best practices.

Support the adoption and integration of AI tools to optimize HR functions such as performance management and talent acquisition.

Flexibility & Professional Development

Demonstrate agility and adaptability in a dynamic environment proactively addressing changing workforce needs. This includes exploring AIdriven solutions for tasks like candidate screening employee performance evaluations and predictive analytics. By integrating AI tools the HRBP will help the organization make more informed decisions enhance talent management and improve overall HR operations.

Engage in ongoing learning and development to enhance expertise across all HR domains.

Collaborate with HR functional teams to design and deliver training programs on workforce analytics AI in HR and other emerging trends

Work on projects as assigned by the Sr. Advisor and AVP for TMC based on operational needs of the division.

Preferred Qualifications

Bachelors degree in Human Resources Business Analytics Data Science or a related field required; Masters degree preferred.

Progressive HR experience preferably in higher education healthcare or a datadriven HR environment.

Experience working with HR data analytics workforce planning and HR technology solutions.