Sr. HR Business Partner

Job Description

UNITE HERE HEALTH serves 190,000+ workers and their families in the hospitality and gaming industry nationwide. Our desire to be innovative and progressive drives us to develop impactful programs and benefits designed to engage our participants in managing their own health and healthcare. Our vision is exciting and challenging. Please read on to learn more about this great opportunity!

This is a Neighborhood Health Center Position

The Sr HRBP is accountable for “Customer-facing” activities and support to create and maintain a proactive, productive, and hands-on partnership with the Customer (i.e., Fund management and staff). The Sr HRBP is responsible for Customer “engagement and empowerment” on HR matters and activities. They facilitate the Customer’s ownership and achievement of strategic and operational business, organizational, and workforce goals. The Sr HRBP delivers HR support, advice, and services (in conjunction with the HR Centers of Expertise) to facilitate and advocate on HR matters and activities.

ESSENTIAL JOB FUNCTIONS AND DUTIES

Proactively act as an “HR Point Person” (i.e., single point-of-contact) for the Customer who supports and advises on HR matters and activities for the Health Center in Durango

Act as an “HR Solution Provider” (i.e., “Customer Champion” and “Change-agent Partner”) who anticipates and supports the timely and successful delivery of business and staffing priorities and goals, and the resolution of HR issues and situations.

Understanding and proficiency in the utilization of HR programs, processes, and tools to enhance organizational innovation and productivity, as well as boost employee motivation, engagement, enablement, productivity, and morale

Takes actions that promote attracting, hiring, retaining, and motivating a diverse and inclusive workplace

Demonstrates the Fund’s Diversity and Inclusion (D&I) principles in their conduct at work and contributes to a safe inclusive culture with equitable opportunities for success and career growth

Maintains knowledge of diversity-related issues, legislation, best practices, and metrics

Maintains in-depth working knowledge of federal, state, and local employment laws and legal requirements and, in partnership with Legal, ensures regulatory compliance on HR-related matters and activities to mitigate and avoid risks

Proactively partner with the Customer, HRBP Team, and HR Centers of Expertise to support and facilitate these essential HR services for efficient and effective operations:

Staffing and Recruiting: workforce planning; creates/maintains job descriptions; assists in scheduling interviews internal/external talent where needed; develops employment terms (e.g., new-hires, promotions, transfers, etc.); direct and evaluate employment decisions, recommending hires and promotions, ensures compliance/consistency with policies and practices and internal fairness and equity in staffing decisions; prepares/facilitates new-hire orientation and onboarding and off-boarding and exit interviewing; utilize HR systems and other productivity tools for efficient and effective HR services; and monitors/evaluates staffing, turnover, and headcount levels

Performance Management: facilitates/supports job performance and compensation reviews (e.g., new-hire, annual and 90-day reviews, merit, promotion/demotions, internal equity, etc.); and facilitates/provides individual and team feedback, coaching, and counseling (e.g., performance improvement plans, corrective actions, and documentation)

Talent Management: facilitates/supports the use of opportunities and tools for individual and team skills-training and leadership and staff development

Succession Planning: supports/facilitates annual talent review and succession planning activities

Organization Development: performs benchmarking and assessment of workforce capacity, capability, and productivity; supports/develops organizational structures and processes; enhances management and staff communications and goal-alignment; and supports/facilitates change management

Employee Relations: facilitates/resolves employee relations issues; conducts thorough and objective investigations with recommendations for action and follow-up support; maximizes employee engagement and talent retention by encouraging and strengthening work relationships and building morale and camaraderie; and fosters a collaborative workplace culture of trust and respect

Policies and Practices: evaluates, drafts, implements, and trains management and staff on HR policies and procedures (e.g., employment policies and work schedules); provides guidance, training, and interpretation for HR programs, processes, practices, and tools; and ensure continued employee training requirements & safety and quality initiatives are completed

HR Administration: administers regular and ad-hoc day-to-day operational/administrative activities and duties accurately and in accordance with established protocols, processes, guidelines, forms, timelines, etc. (e.g., status changes, new hires, separations, data for HRIS system and reports, etc.)

ESSENTIAL QUALIFICATIONS

7-10 years of direct experience minimally

3-5 years of direct healthcare experience in a clinical environment preferred

Bachelor’s degree in human resources or business administration or related field or equivalent work experience

Working knowledge of and experience in several core HR disciplines, including: staffing and recruiting, employee relations, change management, compensation and recognition practices, organizational assessment, change management, union relations, diversity, performance management, talent management, succession planning, training and development, and merger due diligence and integration

Working knowledge of and experience in a managed-care healthcare delivery environment desired

Working knowledge of and experience with various HR systems, processes, policies, practices, procedures, and tools; process-oriented with a strong bias for accuracy, simplification, and standardization

Strong business acumen with an understanding of business planning, financial management, and the key drivers of and performance metrics for success

Working knowledge and experience in developing and leading diversity, equity, and inclusion initiatives

Working knowledge and experience in equal employment opportunity, affirmative action, and D&I programs

Preferred: Master’s degree in Human Resources or Business Administration or related field

Preferred: Certifications PHR, SPHR, HCI (Human Capital Strategist, Strategic Workforce Planning, Strategic HR Business Partner, or Talent Acquisition Strategist), LSS, PMP, or other professional or industry-related

Salary range for this position: Annual: $85,300 - $106,700. Actual base salary may vary based upon, but not limited to: relevant experience, qualifications, expertise, certifications, licenses, education or equivalent work experience, time in role, peer and market data, prior performance, business sector, and geographic location.

Work Schedule (may vary to meet business needs): Monday~Friday, 7.5 hours per day (37.5 hours per week) as an onsite employee in our Durango Health Center with possible travel and work from other Las Vegas Health Centers, as required.

We reward great work with great benefits, including but not limited to: Medical, Dental, Vision, Paid Time-Off (PTO), Paid Holidays, 401(k), Short- & Long-term Disability, Life, AD&D, Flexible Spending Accounts (healthcare & dependent care), Commuter Transit, Tuition Assistance, and Employee Assistance Program (EAP).

#LI-Onsite

Full-time