Children's Health
HR Business Partner - Dallas
Children's Health, Dallas, TX
Human Resource Business Partner
Location: Dallas
Job Type: Remote w/ onsite as requested
Why Children's Health?
At Children's Health, our mission is to Make Life Better for Children, and we recognize that their health plays a crucial role in achieving this goal.
Through our cutting-edge treatments and affiliation with UT Southwestern, we strive to deliver an extraordinary patient and family experience, ensuring that every moment, big or small, contributes to their overall well-being.
Our dedication to promoting children's health extends beyond our organization and encompasses the broader community. Together, we can make a significant difference in the lives of children and contribute to a brighter and healthier future for all.
Summary:
Supports executive team in assigned business unit and partners with HRLLI COEs to identify and implement People priorities. The Business Partner translates the business priorities and objectives into people related goals, participates in business planning and talent management. This role provides strategic business insight and design input to the HRLLI Centers of Excellence for the development and deployment of HR programs and policies, ensures business unit initiative alignment with organizational strategy.
Responsibilities:
* Collaborates with client group executive team to identify and implement People priorities aligned with enterprise People strategy.
* Works with leaders to facilitate workforce planning, talent practices, change management, and engagement planning for assigned client(s).
* Utilizes People data and self-service analytics platform(s) to identify insights that measure success and drive improvement within client groups.
* Leverages a foundational understanding in HRLLI COEs to identify opportunities for partnership, improvement, and points of escalation.
* Serves as a talent partner and oversees the individual development planning and workforce development activities for assigned client group(s). Partners with the Learning and Leadership Institute to identify appropriate development programs and opportunities.
* Assesses and recommends customized initiatives and practices consistent and competitive with the business unit's industry standard practice, balancing the integration with enterprise People initiatives and practices.
* Serves as a liaison between the client(s) and the HR COE's to solicit and share feedback on enterprise People processes.
* Facilitates and leads training sessions on a variety of HR related topics.
Work Experience:
* At least 8 years Progressive HR (or related) experience Required
Education:
* Four-year Bachelor's degree or equivalent experience Required
Licenses and Certifications:
* PHR/SPHR or other HR-related industry certification Preferred
JOB PROFILE
* Regarded internally (and possibly externally) as an expert in a professional field who is critical to the success of the function internally; typically, accountable for the performance and results of major programs and/or initiatives
* Consults with clients and partners on developing solutions to address issues. Uses critical thinking to create business plans, policies, and procedures applicable at the system level
* Leads long-term projects with notable risk and complexity; develops the strategy for project execution
* Solves unique and complex problems with broad impact on the business; requires conceptual and innovative thinking to develop solutions
* Through strategic input to the function, impacts the direction and resource allocation for programs, projects or services; works within general functional policies and industry guidelines
* Anticipates business and regulatory issues; recommends improvements to products, processes or services
* Communicates complex ideas, anticipates potential objections and persuades others, often at senior levels, to adopt a different point of view; works on cross functional teams
A Place Where You Belong
We put our people first. We welcome, value, and respect the beliefs, identities and experiences of our patients and colleagues. We are committed to delivering culturally effective care, creating meaningful partnerships in the communities we serve, and equipping and developing our team members to make Children's Health a place where everyone can contribute.
Holistic Benefits - How We'll Care for You:
• Employee portion of medical plan premiums are covered after 3 years.
• 4%-10% employee savings plan match based on tenure
• Paid Parental Leave (up to 12 weeks)
• Caregiver Leave
• Adoption and surrogacy reimbursement
As an equal opportunity employer, Children's Health does not discriminate against employees or applicants because of race, color, religion, sex, gender identity and expression, sexual orientation, age, national origin, veteran or military status, disability, or genetic information or any other Federal or State legally-protected status or class. This applies to all aspects of the employer-employee relationship including but not limited to recruitment, hiring, promotion, transfer pay, training, discipline, workforce adjustments, termination, employee benefits, and any other employment-related activity.
Location: Dallas
Job Type: Remote w/ onsite as requested
Why Children's Health?
At Children's Health, our mission is to Make Life Better for Children, and we recognize that their health plays a crucial role in achieving this goal.
Through our cutting-edge treatments and affiliation with UT Southwestern, we strive to deliver an extraordinary patient and family experience, ensuring that every moment, big or small, contributes to their overall well-being.
Our dedication to promoting children's health extends beyond our organization and encompasses the broader community. Together, we can make a significant difference in the lives of children and contribute to a brighter and healthier future for all.
Summary:
Supports executive team in assigned business unit and partners with HRLLI COEs to identify and implement People priorities. The Business Partner translates the business priorities and objectives into people related goals, participates in business planning and talent management. This role provides strategic business insight and design input to the HRLLI Centers of Excellence for the development and deployment of HR programs and policies, ensures business unit initiative alignment with organizational strategy.
Responsibilities:
* Collaborates with client group executive team to identify and implement People priorities aligned with enterprise People strategy.
* Works with leaders to facilitate workforce planning, talent practices, change management, and engagement planning for assigned client(s).
* Utilizes People data and self-service analytics platform(s) to identify insights that measure success and drive improvement within client groups.
* Leverages a foundational understanding in HRLLI COEs to identify opportunities for partnership, improvement, and points of escalation.
* Serves as a talent partner and oversees the individual development planning and workforce development activities for assigned client group(s). Partners with the Learning and Leadership Institute to identify appropriate development programs and opportunities.
* Assesses and recommends customized initiatives and practices consistent and competitive with the business unit's industry standard practice, balancing the integration with enterprise People initiatives and practices.
* Serves as a liaison between the client(s) and the HR COE's to solicit and share feedback on enterprise People processes.
* Facilitates and leads training sessions on a variety of HR related topics.
Work Experience:
* At least 8 years Progressive HR (or related) experience Required
Education:
* Four-year Bachelor's degree or equivalent experience Required
Licenses and Certifications:
* PHR/SPHR or other HR-related industry certification Preferred
JOB PROFILE
* Regarded internally (and possibly externally) as an expert in a professional field who is critical to the success of the function internally; typically, accountable for the performance and results of major programs and/or initiatives
* Consults with clients and partners on developing solutions to address issues. Uses critical thinking to create business plans, policies, and procedures applicable at the system level
* Leads long-term projects with notable risk and complexity; develops the strategy for project execution
* Solves unique and complex problems with broad impact on the business; requires conceptual and innovative thinking to develop solutions
* Through strategic input to the function, impacts the direction and resource allocation for programs, projects or services; works within general functional policies and industry guidelines
* Anticipates business and regulatory issues; recommends improvements to products, processes or services
* Communicates complex ideas, anticipates potential objections and persuades others, often at senior levels, to adopt a different point of view; works on cross functional teams
A Place Where You Belong
We put our people first. We welcome, value, and respect the beliefs, identities and experiences of our patients and colleagues. We are committed to delivering culturally effective care, creating meaningful partnerships in the communities we serve, and equipping and developing our team members to make Children's Health a place where everyone can contribute.
Holistic Benefits - How We'll Care for You:
• Employee portion of medical plan premiums are covered after 3 years.
• 4%-10% employee savings plan match based on tenure
• Paid Parental Leave (up to 12 weeks)
• Caregiver Leave
• Adoption and surrogacy reimbursement
As an equal opportunity employer, Children's Health does not discriminate against employees or applicants because of race, color, religion, sex, gender identity and expression, sexual orientation, age, national origin, veteran or military status, disability, or genetic information or any other Federal or State legally-protected status or class. This applies to all aspects of the employer-employee relationship including but not limited to recruitment, hiring, promotion, transfer pay, training, discipline, workforce adjustments, termination, employee benefits, and any other employment-related activity.