Sr HR Business Partner

Virginia Mason Franciscan Health has a rich history of providing exceptional healthcare dating back to 1891. Building upon a legacy of compassionate care and innovation our organization has evolved over the years through strategic partnerships and integrations to expand our reach and services across the Puget Sound area.

Today as Virginia Mason Franciscan Health we remain deeply committed to healing the whole person body mind and spirit in the communities we serve. This commitment is strengthened by the diverse expertise and shared values brought together through our growth.

Our dedicated providers offer a full spectrum of health care services from routine wellness to complex disease management all grounded in rigorous research and education. Our comprehensive network of 10 hospitals and nearly 300 care sites strategically located across the greater Puget Sound region reflects our ongoing commitment to accessibility and comprehensive care.

We are proud of our pioneering medical advances and numerous awards and accreditations that reflect our dedication to excellence. When you join Virginia Mason Franciscan Health you become part of a team that delivers top-quality professional healthcare in modern well-equipped facilities and contributes to a legacy of service built on collaboration and shared purpose.

As our Sr HR Business Partner you will lead comprehensive HR operations to support our team members.

Every day you will manage employee and labor relations performance development conflict resolution and training partnering with leaders across our ministry.

To be successful in this role you will champion an inclusive culture deeply valuing our team as the core of our mission and demonstrating compassion and cultural sensitivity.

• Strategic Alignment - Partner with clients to understand and assess business direction based on the local Market & CommonSpirit Healths Strategic Plan. Create specific business plans in support of HR-related goals that will meet department needs address weaknesses capitalize on strengths and take advantage of opportunities. Work with leadership to regularly interpret results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.
• Employee Relations Partner with and serve as a resource to employees management and Human Resources team to promote and maintain positive employee relations. Proactively identify manage and facilitate the equitable resolution of job-related complaints and concerns.
• Labor Relations - Provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
• Performance and Leadership Coaching - Provides appropriate advice feedback and development to improve the effectiveness of individual leaders and their team members. Provides guidance and advice addressing issues that pertain to engagement performance management employee relations training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focus on development collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills conflict resolution and communications.
• Culture Integrate culture standards consistent with the CommonSpirit Healths mission vision and values into business unit/facility/market/division practices and processes to ensure all employees experience and engage in supporting the desired work culture. Understands and promulgates approaches that lead to a positive desired work culture. Applies results of culture diagnostic tools e.g. My Culture to help craft appropriate plans for addressing culture development needs identified in the business unit/facilities/markets/divisions served.
• Centers of Expertise (CoE) Utilization: Collaborates with CoEs to support the accomplishment of business goals objectives and outcomes:

• Bachelors degree and minimum of 3 years HR or leadership experience.
• Minimum of 5 years HR or leadership experience in the discipline orMasters degree and relevant experience; equivalent education and/or experience; experience through certifications.
• HR experience should encompass generalist experience involving a high level of complexity and score or at least 2 or more areas of specialty involving a high level of complexity and scope e.g. compensation benefits employee/labor relations talent acquisition etc.
• Demonstrated employee relations experience with a working knowledge of recruitment training delivery benefits and compensation theory/administration.

Preferred:

• Professional in Human Resources
• Senior Professional in Human Resources
• SHRM Cert Professional