HR Business Partner

West Virginia University Health System - Ranson, WV

Ranson, WV

Social Assistance

About the position

Welcome! We're excited you're considering an opportunity with us! To apply to this position and be considered, click the Apply button located above this message and complete the application in full. Below, you'll find other important information about this position. Partner with departmental leadership to develop, drive and execute HR best practice policies, programs and training in the areas of change management, talent assessment, career development, employee retention, succession planning, workforce planning and employee engagement.

Responsibilities

• Formulate partnerships across assigned departments to deliver value added service to management and employees that reflects the business objectives of the organization.
• Attend department meetings to better understand the activities occurring in the business.
• Serve as an advisor to the leadership team by providing insight, coaching and HR related solutions to functional and business leaders in the effective management and development of their employees.
• Serve as a change agent to assist in successful change management of each business/service line.
• Drive talent growth initiatives throughout the organization through talent assessment model and career development.
• Lead workforce planning initiatives through the facilitation of talent planning.
• Manage, communicate, and support framework for workforce planning.
• Provide data and reporting for current state analysis.
• Review gap analysis and determine action plans to close the gaps.
• Implement and monitor action plans.
• Assist with executive sponsorship.
• Partner with leaders to deliver succession and replacement planning programs.
• Maintain up to date knowledge on latest human resource replacement and succession planning issues and best practices.
• Develop, recommend, review, and update replacement and succession planning related policies and procedures.
• Provide leadership training on replacement and succession planning tools, best practices, and processes.
• Research and implement replacement and succession planning for critical and key positions.
• Define criteria to identify critical and key positions for initial development of replacement and succession plans.
• Facilitate talent reviews and replacement and succession planning discussions with leadership.
• Facilitate replacement and succession plan development.
• Assist in designing, implementing and managing talent development programs in collaboration with the Center for Education and Organizational Development (CEOD) team.
• Create and coordinate reports to monitor replacement and succession plans and overall effectiveness.
• Monitor and verify the integrity of replacement and succession plan data in the Human Resources Information System (HRIS).
• Review and recommend enhancements to the replacement and succession planning processes and set-up in the HRIS.
• Research, develop and partner with leadership to implement employee retention strategies and programs.
• Conduct exit interviews and report trends.
• Conduct employee and management focus groups and analyze trends to assist in meaningful development of department improvements.
• Facilitate ideas and strategies to promote a healthy employee engagement.
• Assist management in reviewing and understanding employee engagement survey results.
• Partner with management to foster a positive culture that creates an inspiring employee engagement environment.
• Work regularly with HR disciplines including but not limited to compensation, benefits, employee relations, CEOD, and disability management.
• Assist in the administration of local audits.

Requirements

• Master's degree in Human Resources, Business Administration, Industrial Relations or related field and three years of professional Human Resources experience with emphasis in an HR generalist role required.
• OR Bachelor's degree in Human Resources, Business Administration, Industrial Relations or related field and five years of professional Human Resources experience with emphasis in an HR generalist role required.
• Must have and maintain a working knowledge of federal and state labor laws related to all aspects of human resources.
• Must have an ability to organize and prioritize multiple projects.
• Must have and demonstrate an ability to communicate both orally and in writing in a clear and concise manner.
• Must have strong analytical and problem solving skills.
• Must have ability to maintain high level of confidentiality.
• Must have the ability to interface with management and employees at all levels of the organization.

Nice-to-haves

• Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification preferred.
• Strong HR generalist experience with an emphasis in workforce and succession planning, compensation, change management and/or retention programs.
• Demonstrated success in consulting effectively with senior level management and influencing business unit leaders.
• Recent work experience in a healthcare setting preferred.

Benefits

• Standard, high volume office environment.