SupportFinity™
Human Resources Business Partner
SupportFinity™, San Francisco, California, United States, 94199
Overview
The Human Resources Business Partner (HRBP) will be a strategic partner to employees and leaders and will be a key position supporting the enhancement of Forefront’s culture and creating and driving process improvement to support growth. The HRBP uses their expertise and independent judgement to apply best in class human resources performance practices, policies, procedures, technology and services to support Forefront objectives. HRBP is an adviser and consultant to all levels of leadership on issues pertaining to culture, performance and human resources. The successful HRBP will assess and anticipate People-related needs, provide coaching and counseling to employees and leaders, support performance management, conduct investigations and complaint resolution, progressive discipline activities, leverage technology to enhance services and support, training and development of employees and leadership along with supporting HR initiatives and projects. The HRBP maintains an effective level of business literacy about the business unit's financial position, business objectives and culture to deliver value-added service to management and employees that reflects the business objectives of the organization.This position will primarily support the ET and CT time zones.
ResponsibilitiesPartner with executives and leaders to proactively identify practice and departmental needs and collaborates with HR, Talent and other cross-departmental teams to help meet those needs on the execution of people and culture plans.Positively influence business initiatives, serve as a leader in change management and affect continuous improvement to propel the organization forward. Partner with leaders in the development of plans to evolve organization development to align with business objectives.Advises, coaches, and counsels leadership and employees on employee relations matters to promote positive relationships between leadership and employees minimizing legal risk and supporting Forefront values.Responsible for investigating employee complaints and administering consistent progressive discipline process, documentation and support of all levels of discipline including suspension, separation of employment and performance improvement plans.Operate confidently as a trusted advisor and sounding board for leaders and employees; challenge and stretch them to achieve their maximum potential through a process of self-awareness and understanding and, where necessary, challenge leaders and employees to change their behavior.Provides guidance and input on workforce planning, business unit restructures, and succession planning.Support the development, implementation and ongoing management of various HR projects and initiatives to support business objectives.Manages integrity of employee job descriptions, position requirements, and FLSA exemption analysis.Analyzes and reports on trends related to human capital for Forefront practices and uses these findings to proactively develop strategies and solutions to issues that affect the practice’s employee relations.Manages and analyzes exit interview and data trends and make recommendations to support engagement, process improvement and leader/employee development.Assist in the assessment, development and delivery of leadership of programs.Participants in the interactive process for ADA accommodations and works closely with the Leave Coordinator to ensure consistent outcomes.Actively participates and/or leads projects relating to turnover, retention, engagement and leadership development.Audits HR policies, programs, and procedures against relevant state and federal legislation, best practices and recommends improvements. Acts as a resources by Interpreting, counseling, communicating and educating leaders and staff on HR policies and procedures.Works with HR team to respond to unemployment claims and ensuring necessary documentation is provided to contest claims where appropriate. Participates in unemployment claim hearings as needed.Work with HR team and stakeholders to identify lessons learned and process improvements to support continuous improvement of infrastructure.Ensures compliance with all federal, state and local employment laws.Performs other related duties as assigned.
QualificationsMinimum Bachelor’s degree required in Human Resources or related field. Master’s degree preferred.Minimum of 5+ years of experience working in multiple human resource disciplines, including employee relations, performance management, and federal and state respective employment laws. Healthcare experience strongly preferred.Experience in supporting multi-state business unit locations, including California, required.Demonstrated ability to resolve basic to complex employee relations and investigative procedures, performance management oversight and delivery of effective disciplinary actions and performance improvement plans.Working knowledge an ability to lead projects relating to compliance matters.Working knowledge of multiple human resource disciplines, including compensation practices, employee relations, benefit administration, performance management, and federal and state respective employment laws.SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) preferred.Demonstrated experience of all aspects of the role, including best practice and trends across similar and relatable industries, roles and organizations.Demonstrated experience in managing complete employee relations, performance management systems, and project management (including cross-functional teams and external advisors).Possesses a deep understanding of how to implement, use and leverage technology to support process efficiency and end user engagement.Ability to support Eastern to Pacific time zones.Excellent presentation skills. Must be able to craft and deliver with ease compelling and informative presentations, to audiences large and small.Strong relationship building skills and comfortable working in an environment with tight deadlines.Ability to manage multiple, competing tasks and prioritizes with flexibility, ownership and reliable follow-up.Ability to work in a high-volume, rapidly changing environment.Must be organized and detail oriented.Must have excellent communication skills and the ability to communicate effectively orally and in writing.Demonstrated leadership experience. Must be able to demonstrate leadership by serving as an example to others with regard to professional behavior, handling multiple tasks, maintaining a positive attitude, and in response to organizational change.Proficiency with computers and software including Microsoft Word, Excel and PowerPoint is required.Ability to work effectively and cooperatively with staff, clinicians, joining practices, leadership and external partners.Ability to work well both individually and as part of a team.Ability to use time productively and contribute to high levels of operational efficiency and effectiveness.Ability to maintain confidentiality of information.
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The Human Resources Business Partner (HRBP) will be a strategic partner to employees and leaders and will be a key position supporting the enhancement of Forefront’s culture and creating and driving process improvement to support growth. The HRBP uses their expertise and independent judgement to apply best in class human resources performance practices, policies, procedures, technology and services to support Forefront objectives. HRBP is an adviser and consultant to all levels of leadership on issues pertaining to culture, performance and human resources. The successful HRBP will assess and anticipate People-related needs, provide coaching and counseling to employees and leaders, support performance management, conduct investigations and complaint resolution, progressive discipline activities, leverage technology to enhance services and support, training and development of employees and leadership along with supporting HR initiatives and projects. The HRBP maintains an effective level of business literacy about the business unit's financial position, business objectives and culture to deliver value-added service to management and employees that reflects the business objectives of the organization.This position will primarily support the ET and CT time zones.
ResponsibilitiesPartner with executives and leaders to proactively identify practice and departmental needs and collaborates with HR, Talent and other cross-departmental teams to help meet those needs on the execution of people and culture plans.Positively influence business initiatives, serve as a leader in change management and affect continuous improvement to propel the organization forward. Partner with leaders in the development of plans to evolve organization development to align with business objectives.Advises, coaches, and counsels leadership and employees on employee relations matters to promote positive relationships between leadership and employees minimizing legal risk and supporting Forefront values.Responsible for investigating employee complaints and administering consistent progressive discipline process, documentation and support of all levels of discipline including suspension, separation of employment and performance improvement plans.Operate confidently as a trusted advisor and sounding board for leaders and employees; challenge and stretch them to achieve their maximum potential through a process of self-awareness and understanding and, where necessary, challenge leaders and employees to change their behavior.Provides guidance and input on workforce planning, business unit restructures, and succession planning.Support the development, implementation and ongoing management of various HR projects and initiatives to support business objectives.Manages integrity of employee job descriptions, position requirements, and FLSA exemption analysis.Analyzes and reports on trends related to human capital for Forefront practices and uses these findings to proactively develop strategies and solutions to issues that affect the practice’s employee relations.Manages and analyzes exit interview and data trends and make recommendations to support engagement, process improvement and leader/employee development.Assist in the assessment, development and delivery of leadership of programs.Participants in the interactive process for ADA accommodations and works closely with the Leave Coordinator to ensure consistent outcomes.Actively participates and/or leads projects relating to turnover, retention, engagement and leadership development.Audits HR policies, programs, and procedures against relevant state and federal legislation, best practices and recommends improvements. Acts as a resources by Interpreting, counseling, communicating and educating leaders and staff on HR policies and procedures.Works with HR team to respond to unemployment claims and ensuring necessary documentation is provided to contest claims where appropriate. Participates in unemployment claim hearings as needed.Work with HR team and stakeholders to identify lessons learned and process improvements to support continuous improvement of infrastructure.Ensures compliance with all federal, state and local employment laws.Performs other related duties as assigned.
QualificationsMinimum Bachelor’s degree required in Human Resources or related field. Master’s degree preferred.Minimum of 5+ years of experience working in multiple human resource disciplines, including employee relations, performance management, and federal and state respective employment laws. Healthcare experience strongly preferred.Experience in supporting multi-state business unit locations, including California, required.Demonstrated ability to resolve basic to complex employee relations and investigative procedures, performance management oversight and delivery of effective disciplinary actions and performance improvement plans.Working knowledge an ability to lead projects relating to compliance matters.Working knowledge of multiple human resource disciplines, including compensation practices, employee relations, benefit administration, performance management, and federal and state respective employment laws.SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) preferred.Demonstrated experience of all aspects of the role, including best practice and trends across similar and relatable industries, roles and organizations.Demonstrated experience in managing complete employee relations, performance management systems, and project management (including cross-functional teams and external advisors).Possesses a deep understanding of how to implement, use and leverage technology to support process efficiency and end user engagement.Ability to support Eastern to Pacific time zones.Excellent presentation skills. Must be able to craft and deliver with ease compelling and informative presentations, to audiences large and small.Strong relationship building skills and comfortable working in an environment with tight deadlines.Ability to manage multiple, competing tasks and prioritizes with flexibility, ownership and reliable follow-up.Ability to work in a high-volume, rapidly changing environment.Must be organized and detail oriented.Must have excellent communication skills and the ability to communicate effectively orally and in writing.Demonstrated leadership experience. Must be able to demonstrate leadership by serving as an example to others with regard to professional behavior, handling multiple tasks, maintaining a positive attitude, and in response to organizational change.Proficiency with computers and software including Microsoft Word, Excel and PowerPoint is required.Ability to work effectively and cooperatively with staff, clinicians, joining practices, leadership and external partners.Ability to work well both individually and as part of a team.Ability to use time productively and contribute to high levels of operational efficiency and effectiveness.Ability to maintain confidentiality of information.
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