Business Process Optimization Director jobs in Moline, IL

UnityPoint at Home

1.0 FTR (40 hours/week) Exempt

M-F 8a-4:30pm

Hours may vary depending on business needs, travel required

Remote/Hybrid

The Director, Human Resource Business Partner serves as a strategic advisor to the business, providing high-quality consultancy on a diverse set of strategic and operational HR issues, including, but not limited to, culture, talent management, employee relations, labor relations, policy application, organizational development, workforce planning and DEI principles and practices. This role will formulate partnerships across the HR Enterprise and HR Centers of Excellence (COEs) to deliver value added service to the regional executive team, leaders and team members that reflect the strategic business objectives of UnityPoint Health.

Why UnityPoint Health?

• Commitment to our Team – We're proud to be recognized as a Top 150 Place to Work in Healthcare 2022 by Becker's Healthcare for our commitment to our team members.
• Culture – At UnityPoint Health, you matter. Come for a fulfilling career and experience a culture guided by uncompromising values and unwavering belief in doing what's right for the people we serve.
• Benefits – Our competitive Total Rewards program offers benefits options that align with your needs and priorities, no matter what life stage you’re in.
• Diversity, Equity and Inclusion Commitment – We’re committed to ensuring you have a voice that is heard regardless of role, race, gender, religion, or sexual orientation.
• Development – We believe equipping you with support and development opportunities is an essential part of delivering a remarkable employment experience.
• Community Involvement – Be an essential part of our core purpose—to improve the health of the people and communities we serve.

1. Strategic Alignment/Execution, Culture, and Partnership:

1. • Partner with Affiliate Executive Teams to understand business needs based on UnityPoint Health strategies.
   • Develop innovative HR solutions that align with regional business needs and common HR goals.
   • Anticipate HR needs, monitor progress, and create action plans.
   • Integrate FOCUS values into business practices.
   • Use Just Culture for culture development.
   • Build trust with business leaders and consider short- and long-term needs.
   • Lead organizational design processes aligned with strategic priorities.
   • Collaborate with UPH HR Centers of Excellence (COEs) for talent management and program implementation.
   • Leverage local networks to understand community workforce trends.

2. Labor Relations, Employee Relations, and Risk Management:

• • Positive Employee Relations:

    • Partner with executives, leaders, and the HR team to maintain positive employee relations.
    • Guide the regional HR team in identifying and resolving leader and team member concerns proactively.

  • Collective Bargaining and Union Management:

    • Manage local relationships with collective bargaining units.
    • Directly negotiate collective bargaining agreements.
    • Handle ongoing union/company relationships and inquiries.

  • Compliance and Documentation:

    • Collaborate with the UPH Labor Relations team for education and advice.
    • Ensure consistent deployment of HR policies and procedures.
    • Support regulatory obligations and audits.

  • Diversity, Equity, and Inclusion (DEI):

    • Implement system DEI practices within the region and business unit HR Team.

  • Data-Driven Approach:

    • Use data to identify trouble areas and mitigate risks promptly.
    • Monitor regional labor and productivity initiatives for cost improvement.

3.Leadership:

1. Performance Expectations and Coaching:

   • Set clear performance expectations for direct reports.
   • Inspire and enable them through feedback and coaching to exceed expectations.

2. Development and Support:

   • Build the capability of direct reports.
   • Identify and support their career goals.

3. Effective Leadership:

   • Provide advice, feedback, and development to enhance leaders’ and team members’ effectiveness.
   • Guide the business unit HR team on various HR issues.

4. Talent Management and Change Leadership:

   • Assist in identifying, developing, and retaining top talent.
   • Coach the executive team and leaders through change management processes.

4.Professional Attributes:

• • Skillfully influence diverse perspectives toward common goals.
  • Balance enterprise and business-specific requirements.
  • Manage budgets, interpret financials, and analyze cost-benefit trade-offs.
  • Exhibit strong presentation, communication, planning, and critical thinking skills.
  • Inspire and motivate team members and leaders.
  • Demonstrate courageous decision-making even in challenging situations.

Minimum Requirements

• Bachelor’s degree in Human Resource Management or related field.
• Master’s degree in Human Resources or related field Preferred.

Experience:

• 8 years’ experience in providing Human Resources services, solutions, and leadership in roles of varying size, complexity, and business model maturity.

License(s)/Certification(s):

• Valid driver’s license when driving any vehicle for work-related reasons.

Knowledge/Skills/Abilities:

• Partnering with business leaders to develop, design, and implement relevant strategic human resources strategies.
• Ability to manage and develop HR functional and leadership capability.
• Leading organization design, restructuring, and strategic workforce planning initiatives.
• Experience in creating and enhancing organizational culture through effectiveness and development strategies.
• Proficiency in executing HR core processes across multiple geographic areas and business functions.
• Diverse background in multiple industries and/or operating units within the same organization