Director, HR Strategic Partner

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.
• Represents the HR brand positively.

Employment Qualifications:

• Required Minimum Education: Bachelors degree. Masters degree preferred.
• Licensure/Certification Preferred: SHRM-CP SHRM-SP
• 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
• Detailed tracking
• Create organizational design/change management plans
• Create document and visually convey strategy
• Interpreting information to make recommendations
• Influencing skills and buy-in creation
• Critical Thinking
• Teamwork
• Leadership
• Root cause identification
• Relationship building and partnership at all levels of the organization
• Executive-level communication skills