HR Business Partner - OU Health

Position Title:

Department:

Job Description:

General Description:

Provides strategic HR and talent support to designated leaders and employees at one or more OUH facilities, creating the desired workplace culture and an engaged and productive workforce through OUH’s policies, programs and practices.  Provides direct local support for Employee Relations and Engagement, including Diversity, compliance with all applicable policies and procedures including patient care, safety, security, performance, etc., organizational design; manager and employee development, internal communications & change management, implementing compensation, benefits, employee development and other HR Center of Excellence initiatives, and supporting response plans for local disasters and emergencies (including weather).

Essential Responsibilities:

Responsibilities listed in this section are core to the position.  Inability to perform these responsibilities with or without an accommodation may result in disqualification from the position. 

Implements Business and HR strategy and programs

• Engages designated leaders to understand talent needs of the businesses and define people strategies
• Implements enterprise-wide and location-specific HR initiatives

Advises leaders on people issues

• Provides HR observations related to departmental issues in meetings and one-on-one.  Interprets talent management data for departments and works with Chief Talent Officer (CTO) to develop appropriate initiatives.
• Coaches designated leaders through change management, performance management issues, etc.
• Responds to leader questions and requests for information, point them to appropriate self-service tools

Deploys development programs

• Advises leaders on learning and organizational development.  May include program implementation such as ensuring completion of employee development plans, updating the succession plan and implementing other programs and tools.
• Deploys career development program tools and processes. Includes coaching leaders, participating in employee career counseling and feedback sessions, equipping managers with standard tools for coaching, feedback & planning.

Supports Employee & Community engagement

• Promotes and fosters a healthy work environment; raises awareness of available programs to assist employees.  Implements appropriate employee engagement programs and union avoidance initiatives (as applicable)
• Prepares/coordinates events e.g. holiday celebrations, employee recognition events, service awards, community support
• Coordinates and facilitates employee activity groups and other employee teams (peer reviews)
• Interprets and drives departmental action planning as a result of employee engagement surveys; assesses facility “temperature” through formal and informal sensing and plans actions with department managers
• Counsels managers and employees on situational issues; resolves employee conflicts

Implements business performance, quality and patient care initiatives

• Partners with designated leaders to uphold all compliance standards (Joint Commission, Dept. of Labor, HR policies, etc.) and creates an environment of compliance/excellence
• Supports employee relations, ethics, or compliance investigations (initial interviews & fact gathering); maintain tracking for issues/concerns and handle inquiries from employees or managers
• Deploys performance management/appraisal program tools and processes in their assigned facility areas.  Includes coaching, participating in assigning ratings, feedback sessions and developing performance improvement plans.
• Advises designated leaders on performance counseling and discipline procedures; consults on suspension or termination of employment actions; provides information on RIF processes and severance
• Escalates major issues to CTO and/or HR Center of Excellence/HR Service Centers when appropriate
• Supports measurement of productivity and addressing of productivity issues
• Implements emergency response plans with appropriate leaders

Executes HR operational excellence

• Works with CTO and all HR Centers of Excellence to give feedback on strategies and programs to more effectively meet the needs of businesses
• Prepares managers for the compensation planning process and provides compensation budget information.
• Supports Total Rewards COE with benefits enrollment at facility level
• Works with designated department leaders on workforce planning, including position control/review; aligning with budget, productivity metrics, resourcing processes, etc.  Reviews and localizes job descriptions and compensation with Recruiting and Compensation Centers of Excellence.  Assists leadership with temporary/PRN workforce planning & implementation, internship/externship placements and other non-RFT talent processes.
• Performs worker’s comp intake processing; supports applicable employee leave of absence/return to work administration at facility level (advising employees on process, completing necessary onsite paperwork, etc.)
• Facilitates local interview process for hiring.  Develops and delivers local onboarding and facility orientation programs
• Supports effective leader and employee communications
• Supports utilization of the HR support model; guides employees to the appropriate channel and ensures proper utilization of HR policies and processes

General Responsibilities:

• Performs other duties as assigned

Minimum Qualifications:

Education:  Bachelor’s degree required.

Experience:  2 or more years of professional work experience required.  Four of more years of Human Resources experience preferred.

OR equivalent combination of education and experience

License(s)/Certification(s)/Registration(s) Required:  None required. PHR Preferred

Knowledge, Skills and Abilities:

• Strong customer service and influence skills including decoding expectations and the ability to earn trust through results. 
• Innovation and integration skills including improving workforce planning and analytics, developing talent, and driving performance.
• Must be proficient in technology to improve HR operations and leverage social media tools.
• Requires the knowledge and ability to support sustained change. 
• Must be able to align strategy, culture, practices and behaviors. 
• Strong organization skills, business acumen, problem solving, and consultation skills.

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OU Health is an equal opportunity employer. We offer a comprehensive benefits package, including PTO, 401(k), medical and dental plans, and many more. We know that a total benefits and compensation package, designed to meet your specific needs both inside and outside of the work environment, create peace of mind for you and your family.