Edtech.com's Summary

Oregon Health & Science University is hiring a Senior HR Business Partner. This role involves partnering with senior management and employees to provide strategic HR consultation, develop innovative solutions, and lead organizational initiatives such as performance management, change management, succession planning, and diversity efforts. The Senior HR Business Partner also mentors HR team members and collaborates closely with leadership to align HR strategies with organizational goals.

Highlights

Provide strategic HR consultation and partner with senior leaders on organizational initiatives.
Lead organizational redesign and change management efforts in collaboration with the Organizational Development/Effectiveness team.
Champion diversity, equity, inclusion, and belonging (DEIB) initiatives to foster a people-first culture.
Collaborate with Learning & Talent teams to support talent development, succession planning, and employee engagement.
Partner with Talent Acquisition on workforce planning and recruitment for management-level roles and above.
Manage compensation change initiatives and collaborate with the Compensation team on reorganizations and job reviews.
Handle complex employee relations cases in partnership with the Advice and Counsel Center (ACC).
Required qualifications include a bachelor's degree, 5 years of HR experience, labor law knowledge, strong relationship-building, conflict resolution skills, and expert knowledge of employment laws.
Preferred qualifications include certification such as SHRM-SCP, PHR, or Certified HR Business Partner, and experience in academic or healthcare sectors.
Position type is temporary full-time with a salary range of $99,340.80 to $168,854.40 annually.

Senior HR Business Partner Full Description

Department Overview:

The Sr. Human Resources Business Partner (Sr. HRBP) serves as a resource and partner for senior management and employees in their assigned client groups. This role has a high level of autonomy and develops creative and non-traditional solutions for their assigned areas (typically a larger scope) that advance the organization’s interests.

Ensuring equitable, consistent, and proactive partnership; on people and culture topics in alignment with OHSU’s mission and organizational objectives. The Sr. HRBP is responsible for providing leaders with strategic consultation by aligning organizational objectives with employee and manager needs on cross functional matters such as performance, organizational design, change management, succession planning, learning, compensation and benefits. While also developing and collaborating, on HR and organizational initiatives and strategies.

The Sr. HRBP is expected to mentor other team members, including HR Business Partners. This role requires extensive relevant experience, HR knowledge and skills. This role works on complex issues, providing creative solutions and partnering with senior and executive level leaders. Function/Duties of Position:

Key Responsibilities & Performance Standards

HR Business Strategy:

Provide early and consistent input into large scale HR and/or organizational initiatives, identifying issues before they impact the organization and advising on appropriate course of action. With strong understanding of organizational contexts, work with key stake holders to offer innovative and integrated HR solutions to processes that translate strategy into tactics.
Partner with senior leaders to define and design strategic initiatives.
Align HR strategies and practices with organizational strategies.
Lead organizational redesign process in partnership with Organizational Development/Effectiveness team.
Champion the organizational culture of DEIB (Diversity, Equity, Inclusion and Belonging), and promotes our vision to achieve a people-first culture.
Communicate policies and procedures to employees.
Anticipate and prevent future problems, taking initiative within role.
Anticipate leadership gaps and build action plans to address.
Understand business level metrics, use data to forecast current and future needs.
Work with leaders to translate early-stage concepts into actionable plans.

Talent Development:

Collaborate with the Learning & Talent/Organizational Development team to curate resources and opportunities that develop common competencies and skills. Lead talent review process in customer areas, support development and succession planning.
Onboard leaders, including running New Leader Accelerations with teams.
Help leaders understand and action plan around Employee Engagement Survey.
Be well versed in survey-related data points, and provide coaching to leadership.
Understand and practice change management skills. Assist leaders by acting as coach and leading teams through change.

Other Key Partnerships/Processes:

Lead and support client areas to achieve key Diversity & Inclusion metrics. Including involvement and coaching of local diversity councils and initiatives.
Review HR-related policies, provide input in creation and policy updates. Act as a resource for managers and employees regarding policy interpretation.
Partner with Talent Acquisition (TA) on department Workforce Planning. Participate in recruitment planning and process for roles at the Management level and above.
Drive engagement initiatives and understand benefit and wellness plans.
Lead compensation change initiatives with customers. Partner with Compensation team to resolve concerns brought forward by the organization. Lead work around reorganizations, reclassifications, job description reviews, resolves issues, and communicate changes to leaders.
Employee Relations: Partner with Advice and Counsel Center (ACC) on performance and departure issues, especially at higher levels in the organization, and in areas with high level of turnover. Partner with ACC members with high-risk cases. Review issues and metrics and advice as to trends and needed remedies.

Required Qualifications:

Bachelor’s degree in related field and 5 years of progressively responsible Human Resources work experience with generalist exposure, or equivalent combination of education and experience
Experience executing HR programs in a heavily unionized environment with demonstrated knowledge of labor laws and contract administration.
Demonstrated experience and a passion for strong collaboration with others.
Ability to add value and improve overall effectiveness of the organization and teams.
Strong relationship building skills.
Effective conflict resolution skills and the ability to navigate complex situations.
Comfortable in ambiguity and can pull relevant components out of complex situations to connect the dots and make sound decisions.
Expert-level knowledge of federal, state, and local employment laws.
Demonstrated ability to develop and maintain an equitable and inclusive workplace through interactions, decisions, and recommendations.
Effective, clear, and culturally aware communication verbally and in writing; ability to draft concise and factually accurate reports and documents.
Knowledge of how HR data informs equitable decision-making.

Preferred Qualifications:

Bachelor's degree in any field.
Academic and/or healthcare industry experience
Society for Human Resources Management Certified Professional (SHRM-SCP), or Professional in Human Resources (PHR), or Certified Human Resources Business Partner (HRBP).

Additional Details:
Typical schedule: M-F, occasional nights and weekends, primarily remote
Work schedule may vary depending on job/study requirements
All are welcome: Oregon Health & Science University values a diverse and culturally competent workforce. We are proud of our commitment to being an equal opportunity, affirmative action organization that does not discriminate against applicants on the basis of any protected class status, including disability status and protected veteran status. Individuals with diverse backgrounds and those who promote diversity and a culture of inclusion are encouraged to apply. To request reasonable accommodation contact the Affirmative Action and Equal Opportunity Department at 503-494-5148 or aaeo@ohsu.edu.

Original Job Description

Department Overview:

Key Responsibilities & Performance Standards

HR Business Strategy:

Provide early and consistent input into large scale HR and/or organizational initiatives, identifying issues before they impact the organization and advising on appropriate course of action. With strong understanding of organizational contexts, work with key stake holders to offer innovative and integrated HR solutions to processes that translate strategy into tactics.
Partner with senior leaders to define and design strategic initiatives.
Align HR strategies and practices with organizational strategies.
Lead organizational redesign process in partnership with Organizational Development/Effectiveness team.
Champion the organizational culture of DEIB (Diversity, Equity, Inclusion and Belonging), and promotes our vision to achieve a people-first culture.
Communicate policies and procedures to employees.
Anticipate and prevent future problems, taking initiative within role.
Anticipate leadership gaps and build action plans to address.
Understand business level metrics, use data to forecast current and future needs.
Work with leaders to translate early-stage concepts into actionable plans.

Talent Development:

Collaborate with the Learning & Talent/Organizational Development team to curate resources and opportunities that develop common competencies and skills. Lead talent review process in customer areas, support development and succession planning.
Onboard leaders, including running New Leader Accelerations with teams.
Help leaders understand and action plan around Employee Engagement Survey.
Be well versed in survey-related data points, and provide coaching to leadership.
Understand and practice change management skills. Assist leaders by acting as coach and leading teams through change.

Other Key Partnerships/Processes:

Lead and support client areas to achieve key Diversity & Inclusion metrics. Including involvement and coaching of local diversity councils and initiatives.
Review HR-related policies, provide input in creation and policy updates. Act as a resource for managers and employees regarding policy interpretation.
Partner with Talent Acquisition (TA) on department Workforce Planning. Participate in recruitment planning and process for roles at the Management level and above.
Drive engagement initiatives and understand benefit and wellness plans.
Lead compensation change initiatives with customers. Partner with Compensation team to resolve concerns brought forward by the organization. Lead work around reorganizations, reclassifications, job description reviews, resolves issues, and communicate changes to leaders.
Employee Relations: Partner with Advice and Counsel Center (ACC) on performance and departure issues, especially at higher levels in the organization, and in areas with high level of turnover. Partner with ACC members with high-risk cases. Review issues and metrics and advice as to trends and needed remedies.

Required Qualifications:

Bachelor’s degree in related field and 5 years of progressively responsible Human Resources work experience with generalist exposure, or equivalent combination of education and experience
Experience executing HR programs in a heavily unionized environment with demonstrated knowledge of labor laws and contract administration.
Demonstrated experience and a passion for strong collaboration with others.
Ability to add value and improve overall effectiveness of the organization and teams.
Strong relationship building skills.
Effective conflict resolution skills and the ability to navigate complex situations.
Comfortable in ambiguity and can pull relevant components out of complex situations to connect the dots and make sound decisions.
Expert-level knowledge of federal, state, and local employment laws.
Demonstrated ability to develop and maintain an equitable and inclusive workplace through interactions, decisions, and recommendations.
Effective, clear, and culturally aware communication verbally and in writing; ability to draft concise and factually accurate reports and documents.
Knowledge of how HR data informs equitable decision-making.

Preferred Qualifications:

Bachelor's degree in any field.
Academic and/or healthcare industry experience
Society for Human Resources Management Certified Professional (SHRM-SCP), or Professional in Human Resources (PHR), or Certified Human Resources Business Partner (HRBP).

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Senior HR Business Partner

Edtech.com's Summary

Senior HR Business Partner Full Description

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