HR Business Partner

Overview

Versiti is a fusion of donors, scientific curiosity, and precision medicine that recognize the gifts of blood and life are precious. We are home to the world-renowned Blood Research Institute, we enable life saving gifts from our donors, and provide the science behind the medicine through our diagnostic laboratories. Versiti brings together outstanding minds with unparalleled experience in transfusion medicine, transplantation, stem cells and cellular therapies, oncology and genomics, diagnostic lab services, and medical and scientific expertise. This combination of skill and knowledge results in improved patient outcomes, higher quality services and reduced cost of care for hospitals, blood centers, hospital systems, research and educational institutions, and other health care providers. At Versiti, we are passionate about improving the lives of patients and helping our healthcare partners thrive.

Position Summary

The HRBP is the primary HR leader for their respective state(s), integrating business strategy and people management practices. Incumbent reports to the People Operations organization and is responsible for driving results through adopting and implementing Versiti-wide programs and policies with support from Business lines' HR Business Partners and HR Centers of Excellence (CoE). As part of the local leadership team, the incumbent maintains adequate business literacy about the financial and operational position, challenges, short- and long-term plans, the environment where the business competes, and overall organizational competitiveness. As the HR liaison with the local team and facilitates local leadership efforts to translate business needs into people needs and solutions (strategies, practices, and programs), creating partnerships with the various HR CoEs. Partners with Area VP and local leaders to develop and maintain organizational culture, resolve operational issues, and provide consulting or advice on HR matters. Acts as employee advocate to ensure people's concerns are heard and addressed. Maintains a practical level of business literacy about all areas of HR and guides general areas of HR, as needed. Serves as the regional HR expert and collaborates with Strategic Service Line Business Partners and HR Centers of Expertise in developing HR strategies and implementing Versiti-wide HR programs and solutions. Is responsible for compliance with county, state, and federal employment laws. May supervise others directly or indirectly.

Responsibilities

• Responsible for cultivating employee engagement and corporate culture through an effective administration of employment law, HR policies, programs, leadership development, and initiatives. Maintains the overall pulse of the organization's culture and employee engagement and recommends actions, solutions, and strategies to address gaps or sustain desired levels.
• Provides daily coaching and guidance to employees and leaders in all HR matters. Identifies when escalation is appropriate for the CoEs (employee relations, total rewards, talent acquisition, training and development, DE&I, other) and coordinates resolution with the corresponding HR parties.
• Provides guidance and input on performance management, calibrations, restructuring, workforce, and succession planning. Makes recommendations to Strategic business partners and coordinates the local implementation of strategic business initiatives. Provides oversight to people hiring or job change decisions, being able to influence and determine the right solutions following Versiti policies and procedures.
• Coordinates with and supports Strategic HR Business Partners and Centers of Expertise in the administration and decision-making process impacting employees in the respective business units. Ensures effective delivery of HR initiatives and a unified HR delivery approach, including New Hire Orientation.
• Remains current, advises others on legal or regulatory compliance (federal, state, county, and Versiti) on employee matters impacting business operations, takes action to assure compliance, and keeps employees and leaders accountable for compliance. Is responsible for the accurate maintenance of employee records. Responsible for maintaining control of local budget and seeking approval when required.
• Responsible for effectively implementing and administrating HR policies, programs, and initiatives across business units, including DE&I, Talent Development, Total Rewards, Leaves of Absence, Talent Acquisition, Employee Recognition Programs, and others. Ensures Centers of Expertise respond to the local needs with adequate service levels and facilitates/supports their activities as needed.
• Influences local leaders to drive a One Versiti Perspective and bring them to your point of view.Participates actively in state leadership meetings and strategic discussions and provides a unified HR perspective on business and employee matters.
• Analyzes trends and metrics in partnership to make informed HR recommendations for new approaches, policies, and procedures that drive continued improvements in the department's efficiency and services.
• Works in a hybrid work environment, being able and available to flex in-office days or work off-hours (eventing and/or weekends) when needed to address critical business and people needs. Coordinates with and supports Strategic HR Business Partners and Centers of Expertise in the administration and decision-making process impacting employees in the respective business units. Ensures effective delivery of HR initiatives and ensures a unified HR delivery approach.
• Travels across multiple locations to maintain a presence with employees through the state footprint, attend meetings, address employee/leadership issues, and create personal relationships with state employees.
• Performs other duties as required or assigned which are reasonably within the scope of the duties in this job classification
• Understands and performs in accordance with all applicable regulatory and compliance requirements
• Complies with all standard operating policies and procedures

Qualifications

Education

• Bachelor's Degree Human Resources, Business Administration, Psychology, or related field required
• Master's Degree Human Resources. Business Administration, Psychology, or related field desired

Experience

• 7-9 years of progressive HR experience in a single or multiple HR functions required
• 1-3 years of experience in an HR or Business Functions Managerial/Leadership Role required
• 1-3 years working with HR systems, including case management, payroll, HR administration, and Talent Acquisition (ATS) required
• 1-3 years of experience in Change and Project Management required
• 1-3 years Labor Relations (union avoidance) preferred

Knowledge, Skills and Abilities

• Ability to effectively read, interpret, apply, create, and communicate HR and legal technical documents, processes, and regulations required
• Fully understands federal, state, and local laws relating to employment and applies such effectively; stays current on evolving legislation required
• Must possess strong critical thinking skills to understand employee and business issues, perform effective investigations, and provide practical solutions. required
• Excellent interpersonal and communications skills; proven record of effective relationships dealing with employees and leaders at different organizational levels required
• Ability to translate organizational mission, vision, and goals into HR strategic solutions, programs, policies, and interventions to serve the organization's interests in support of a positive culture and engaging work environment required
• Work independently and with minimal supervision while maintaining competent execution while facing conflicting and multiple priorities. required

Licenses and Certifications

• Senior Professional in Human Resources (SPHR)-HRCI preferred

Tools and Technology

• Personal Computer (desktop, laptop, tablet) required
• General office equipment (computer, printer, fax, copy machine) required
• Microsoft Suite (Word, Excel, PowerPoint) required
• Ability to use HRIS tools such as Dayforce, iCIMS, others required