Senior HR Business Partner Job at Valley Medical Center in Renton

Job Title: Senior HR Business Partner

Req: 2024-1334

Location: VMC Main Campus

Department: Human Resources

Shift: Days

Type: Full Time

FTE: 1

City State: Renton, WA

Salary Range: Min $94,894 -Max $142,341/annual DOE

Job Description:

This salary range may be inclusive of several career levels at Valley Medical Center and will be narrowed during the interview process based on several factors, including (but not limited to) the candidate's experience, qualifications, location, and internal equity.

JOB OVERVIEW: The Senior HR Business Partner administers programs, procedures and plans in order to support human resources policies and procedures. Provides consultative services to management and staff to promote equitable application of human resources employee relations policies throughout the organization. Areas of support can include: employment, affirmative action, performance management, labor relations, contract administration, leadership development, employee engagement, and recognition.

AREA OF ASSIGNMENT: Human Resources

HOURS OF WORK: Full-time; Hours vary to cover service needs.

RESPONSIBLE TO: VP of Human Resources

PREREQUISITES:

• Bachelor's degree in Business Administration, Human Resources, or related field, required. Master's Degree preferred. An equivalent combination of education and relevant experience may substitute degree requirement.
• Minimum 3 years direct experience with the resolution of complex employee relations issues.
• Strong working knowledge of multiple human resources disciplines including employee and union relations, diversity, performance management, organizational assessments, Federal and State employment laws.
• SPHR or PHR, or SHRM certification preferred.
• Relevant healthcare experiences a plus.

QUALIFICATIONS:

1. Excellent consulting skills.
2. Excellent client management and business literacy skills.
3. Strong conflict management skills.
4. Strong interpersonal and negotiation skills.
5. Excellent verbal and written communication skills.
6. Develop strong trusting relationships in order to gain support and achieve results.
7. Effectively envision, develop, and implement new strategies to address complex business issues.
8. Manage multiple conflicting priorities.
9. Be flexible and available to interact with employees at all levels.
10. Be self-directed and motivated.
11. Take initiative to identify and anticipate client needs and make recommendations for implementation.

UNIQUE PHYSICAL/MENTAL DEMANDS, ENVIRONMENT, AND WORKING CONDITIONS:

• Requires the ability to organize and prioritize work and to handle multiple demands simultaneously.
• Requires the ability to effectively assist employees under conditions that may be emotionally charged.
• Requires the ability to work effectively with all levels of staff and management team members.

PERFORMANCE RESPONSIBILITIES:

• Consult with management providing HR guidance when appropriate.
• Analyze trends and metrics in partnership with HR group to develop solutions, programs and policies.
• Manage and resolve low to high level complex employee relations issues. Conduct effective, thorough and objective investigations.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Provide day-to-day performance management guidance to management (coaching, counseling, career development, disciplinary actions).
• Work closely with management and employees to improve work relationships, build morale, increase productivity and retention. Support employee engagement efforts.
• Advise, counsel and proactively work to resolve job-related concerns; perform internal complaint investigations; review and approve disciplinary actions to assure conformance to policy and consistency of practice.
• Act as employee champion and change agent, assess and anticipate HR-related needs, communicating needs proactively between the HR department and management to develop integrated solutions and services to management and employees that support the organization's objectives.
• Maintain an effective level of business acumen about the organization's goals, culture and competition, and particularly in assigned service areas.
• Provide HR Policy guidance and interpretation.
• Provide guidance and input on department restructures, workforce planning, succession planning.
• Provide consultation on contract management and interpretation.
• Responsible for managing the grievance process.
• Identify training needs for department and individual leadership and employee coaching needs.
• Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.
• Participate in labor-management committees.
• Other Duties as assigned.

Revised: 1/19

Grade: NC11

FLSA: E

CC: 8650