Human Resources Business Partner

Ardent Health Services is a leading provider of healthcare in communities across the country. Through its subsidiaries, Ardent owns and operates nearly 200 sites of care and 30 hospitals across six states. Together, our 24,000 employees and 1,200 employed providers touch more than 10,000 lives each day. With six Ardent entities earning recognition on Modern Healthcare's Best Places to Work list in 2022, Ardent and its facilities continue to earn recognition for outstanding workplace cultures where team members feel a sense of belonging and have opportunities to grow their careers. Ardent has also been recognized by Comparably's Best Places to Work Awards, earning honors in the Best CEO, Best Company for Women, Best Leadership Teams and Best Work Life Balance categories among others.

POSITION SUMMARY

The Human Resources Business Partner (HR Business Partner / HRBP) partners directly with managers and directors and their respective teams to drive results based on business strategy and objectives. The HRBP position is responsible for aligning business objectives with employees and management. The position collaborates across the HR function to deliver value-added service to management and employees that reflects the business objectives of the facility, market, and region. The HRBP is expected to demonstrate a solid understanding of the facility's financial position, labor market demands, and operating landscape and use this knowledge to guide people-related decisions and plans. In addition, the HRBP will also support/deliver on enterprise-wide HR related projects and activities. The HRBP role is responsible for creating HR agendas that align with corporate HR strategies and supports local interests and conditions.

• Serve as a single point of contact for non-administrative HR related activities for client group.
• Provide timely and effective support, advising and coaching management and director levels of management on the consistent interpretation and implementation of HR policies, procedures and systems across a wide range of HR areas.
• Understand business objectives and support goals through the effective application of talent management practices.
• Serve as a consultant/trusted advisor in resolving departmental, people and change related issues.
• Coach business leaders on HR policies and processes, inclusive of talent planning, development, federal and state level employment practices, and performance management.
• Support departmental decision making through the understanding and interpretation of people/talent related data and analytics. Use data to inform and solve business challenges.
• Generate necessary reports and statistics for management; analyzing trends and metrics.
• Develop solutions to a variety of complex problems.
• Serve as first point of contact for Recruiters with requisition management support needs, including supporting the hiring manager in preparing and submitting updated job descriptions for compensation review.
• Contribute to the development of new and expansion of existing employee engagement initiatives.
• Partner with client management/leadership team and assigned Recruiter to support recruitment, selection, and offer negotiations, as needed, of top talent.
• Onboard new leaders with a detailed review of current talent and performance of team, employee engagement, and talent acquisition in progress.
• Support hiring managers in preparing and executing detailed onboarding plans for new hires.
• Partner with and support managers and directors on performance management processes, including goal setting, employee performance improvement plans, employee relations issues, and providing advice on related employment legislation.
• Lead performance calibration sessions as part of annual performance review cycle to support pay-for-performance culture.
• Communicate learning and development needs identified through collaboration with business leaders and data analysis to COE partners.
• Collaborate with COE L&D in the design and/or delivery of interventions to address departmental, people and change related issues.
• Provide support in the delivery of HR related learning programs (e.g. Dignity & Respect, Diversity & Inclusion, Leadership skill development, ...).
• Participate in facilitating annual Talent Review (9-Box) and succession planning processes for client group. Support assessment of talent, lead calibration sessions, and ensure appropriate plans are put into action.

Education and Experience:

• BA/BS required
• 3 years of Human Resources experience - Relevant HR experience (HR Advisor, Generalist or Specialist) gained in an organization with multiple stakeholders, including matrix relationships (Healthcare experience preferred)
• Experience facilitating meetings, discussions, and programs (training content)
• Experience coaching local managers to create positive business outcomes
• Experience leading and mentoring internal partners to deliver results

Knowledge, Skills and Abilities:

• Demonstrated ability to work independently and meet deadlines
• Demonstrated ability to collaborate with and influence leaders
• SHRM certified and/or extensive knowledge of current Human Resources practices, principles, and trends

Career Progression:

This position leverages experiences of HR Generalists and Advisors who have developed broad working knowledge of Human Resources policies, practices, and systems and are able to effectively coach and guide others. The HRBP's focus is on supporting managers and directors to create an exceptional employee experience. Successful HRBPs are able to advance to Senior HRBPs, a role with expanded HRBP responsibilities or move to professional level Center of Excellence (COE) roles.