Human Resources Business Partner (HRBP) - HCA (Charleston, South Carolina) in Charleston, South Carolina For Sale

People. Performance. Possibilities. These words describe the focus of our Human Resources team… supporting the mission of HCA, one of the largest healthcare providers in the world: “Above all else, we are committed to the care and improvement of human life.” HCA HR is expanding the ways that it provides service to leaders and employees by unifying our HR team to offer new services for caregivers including our 24/7 HCA hrAnswers Center and Portal, new capabilities with our expanded Centers of Excellence, and new business impact through strategic HR Business Partner teams. There&#xxxxx;s never been a more exciting time to join HCA HR.Trident Medical Center (TMC) is a 313-bed major medical center providing a comprehensive range of services and specialties including a 24-hour emergency room with a Level II Trauma Center. The hospitals breadth of care options includes specialty facilities such as an award-winning Heart Center, the Trident Breast Care Center and the South Carolina Institute for Robotic Surgery. Trident Medical Center offers Critical Care Services and 24/7 hospitalist and intensivist programs. For more than 40 years, Trident Medical Center has proudly served patients and families in Berkeley, Charleston and Dorchester Counties and is affiliated with Hospital Corporation of America (HCA).Trident Medical Center (TMC) has an opportunity for a Human Resources Business Partner (HRBP). This individual will engage designated leaders (CEO, COO, CFO, CNO, Department Directors, etc.) to understand talent needs of the business and define people strategies as it relates to the needs of the hospital. Specifically, the HRBP will be primarily supporting leadership within TMC operations. This position requires someone who is comfortable with both tactical as well as strategic HR functions. HCA HR has recently undergone a transition from a generalist to a business partner strategy, and has moved into a new "OneHR" model (shared services, COE's - Centers of Excellence, self-service portal access, etc.). Trident is in the process (as of August 1st) of transitioning into that new model. This is an extremely active, fast paced environment that's continuing to grow and is one of HCA's valued hospitals. The HRBP will be working closely with the COO, Matt Hasbrouck, and support his operational areas with an HR focus at TMC. We're looking for an HRBP who can engage both leadership as well as employees, keep up with the demands of HR and provide the best experience possible to all stakeholders.The following is an overview of the position: Engage designated leaders to understand talent needs of the businesses and define people strategies.Implement HCA-wide and location-specific HR initiativesIf applicable, work with the VP of HR and the Labor Relations Center of Excellence to support Labor Relations strategy (i.e., grievance procedures must involve Labor Relations). Advise leaders on people issuesProvide HR observations related to departmental issues in meetings and one-on-one. Interpret talent management data for departments and work with VP of HR to develop appropriate initiatives.Coach designated leaders through change management, performance management issues, etc.Respond to leader questions and requests for information, point them to appropriate self-service tools.Employee relations activities as necessary (plans of action, separations/terminations, etc.). Deploy development programsAdvise 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.Deploy HCA 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.Support Employee & Community engagementPromote and foster a healthy work environment; raise awareness of available programs to assist employees. Implement appropriate employee engagement programs and union avoidance initiatives (as applicable).Prepare/coordinate events e.g. holiday celebrations, employee recognition events, service awards, community support.Coordinate and facilitate employee activity groups and other employee teams (peer reviews).Interpret and drive departmental action planning as a result of employee engagement surveys; assess facility “temperature” through formal and informal sensing and plan actions with department managers.Counsel managers and employees on situational issues; resolve employee conflicts. Implement business performance, quality and patient care initiativesPartner with designated leaders to uphold all compliance standards (Joint Commission, Dept. of Labor, HR policies, etc.) and create an environment of compliance/excellence.Support employee relations, ethics, or compliance investigations (initial interviews & fact gathering); maintain tracking for issues/concerns and handle inquiries from employees or managers.Deploy 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.Advise designated leaders on performance counseling and discipline procedures; consult on suspension or termination of employment actions; provide information on RIF processes and severance.Escalate major issues to VP of HR and/or HR Center of Excellence/HR Service Centers when appropriate.Support measurement of productivity and addressing of productivity issues.Implement emergency response plans with appropriate leaders.Execute HR operational excellenceWork with VP of HR and all HR Centers of Excellence to give feedback on strategies and programs to more effectively meet the needs of businessesPrepare managers for the compensation planning process and provide compensation budget information.Support Total Rewards COE with benefits enrollment at facility level.Work with designated department leaders on workforce planning, including position control/review; aligning with budget, productivity metrics, resourcing processes, etc. Review and localize job descriptions and compensation with Recruiting and Compensation Centers of Excellence. Assist leadership with temporary/PRN workforce planning & implementation, internship/externship placements and other non-RFT talent processes.Perform worker’s comp intake processing; support applicable employee leave of absence/return to work administration at facility level (advising employees on process, completing necessary onsite paperwork, etc.).Facilitate local interview process for hiring. Develop and deliver local onboarding and facility orientation programs.Support effective leader and employee communications.Support utilization of the HR support model; guide employees to the appropriate channel and ensure proper utilization of HR policies and processes.
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