Dignity Health is hiring: HR Business Partner in Stockton

Overview

St. Joseph's Medical Center is a member of Dignity Health. The word dignity perfectly defines what our organization stands for showing respect for all people by providing excellent care. St. Joseph's Medical Center was founded in 1899 under the direction of the Dominican Sisters of San Rafael and is a not-for-profit fully accredited regional hospital with 395 beds, a physician staff of over 400, and more than 2400 employees. Specializing in cardiovascular care, comprehensive cancer services, and women and children's services including neonatal intensive care, St. Joseph's is the largest hospital as well as the largest private employer in Stockton, California. Nationally recognized as a quality leader, St. Joseph's is consistently chosen as the most preferred hospital by local consumers.

Responsibilities

As a strategic partner, the HR Business Partner (HRBP) aligns business objectives with employees and management in designated departments, facilities, markets, and/or divisions. The HRBP serves as an evidence-based consultant to management on Human Resource-related issues including, but not limited to, employee relations, labor relations, performance management, training, policy application, organizational development, workforce planning, ADA interactive process, and compensation. The HRBP will conduct assessments and anticipate HR-related needs within their respective client groups, making recommendations and developing plans including goals and priorities. The HRBP will proactively communicate needs to the HR department, colleagues within the Centers of Expertise (CoE), and management. The HRBP seeks to develop integrated solutions and is a change agent and champion for new HR initiatives and programs. The HRBP formulates partnerships across the HR team and CoE to deliver value-added service to management and employees that reflect the strategic business objectives of CommonSpirit Health.

1. Strategic Alignment: Partner with clients to understand and assess business direction based on the local Market & CommonSpirit Health’s Strategic Plan. Create specific business plans in support of HR-related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with leadership to regularly interpret results and progress of HR-related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.
2. Employee Relations: Partner with and serve as a resource to employees, management, and the Human Resources team to promote and maintain positive employee relations. Proactively identify, manage, and facilitate the equitable resolution of job-related complaints and concerns.
3. Labor Relations: Provide direction and support to management regarding the interpretation of policies and procedures and collective bargaining agreements. Partner with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination processes.
4. Performance and Leadership Coaching: Provide appropriate advice, feedback, and development to improve the effectiveness of individual leaders and their team members. Provide guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training, and other areas of Human Resources. Serve as a thought partner to assigned clients. Focus on development, collaboration, and assessments; coach leaders and employees at all levels on a variety of topics such as management skills, conflict resolution, and communications.
5. Culture: Integrate culture standards consistent with CommonSpirit Health’s mission, vision, and values into business unit/facility/market/division practices and processes to ensure all employees experience and engage in supporting the desired work culture. Understand and promulgate approaches that lead to a positive, desired work culture. Apply results of culture diagnostic tools, e.g., My Culture, to help craft appropriate plans for addressing culture development needs identified in the business unit/facilities/markets/divisions served.
6. Centers of Expertise (CoE) Utilization: Collaborate with CoEs to support the accomplishment of business goals, objectives, and outcomes: Identify business unit/facility/service line needs to CoE partners for program and resource solutions that support effective people management and operational performance. Assist CoE with the implementation of programs/initiatives to increase awareness and understanding by employees and leaders. Work with CoE partners to develop, implement, and improve processes for engagement and communication between the CoE and Business Partners that ensure the effective utilization of the CoEs on an ongoing basis.

We offer the following benefits to support you and your family:

• Health/Dental/Vision Insurance
• Flexible spending accounts
• Voluntary Protection: Group Accident Critical Illness and Identity Theft
• Adoption Assistance
• Free Premium Membership to Care.com with preloaded credits for children and/or dependent adults
• Employee Assistance Program (EAP) for you and your family
• Paid Time Off (PTO)
• Tuition Assistance for career growth and development
• Retirement Programs
• Wellness Programs

Qualifications

Minimum Qualifications:

• Bachelor’s Degree and minimum of 3 years HR or leadership experience OR minimum of 5 years HR or leadership experience in the discipline OR Master’s Degree with relevant experience; equivalent education and/or experience; experience through certifications
• HR experience should encompass generalist experience or at least 2 or more areas of specialty, e.g., compensation, benefits, employee/labor relations, talent acquisition, etc.

Preferred:

• Preferred: PHR, SPHR, SHRM-CP or SHRM-SCP

Pay Range:

$34.50 - $50.97 /hour

We are an equal opportunity/affirmative action employer.

#J-18808-Ljbffr