HR Business Partner

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HR Business Partner – Healthcare
Common Sail Investment Group

Position Summary:

The HR Business Partner (HRBP) is responsible for aligning HR strategies and initiatives with our Home Health and Hospice business objectives, ensuring effective execution of HR processes, and driving organizational success. This role involves employee relations oversight, performance management, consultation, development and facilitation of HR-related training, project management of HR initiatives, and providing general employee lifecycle support. The HRBP acts as a trusted advisor, driving HR solutions that foster employee engagement, retention, and overall business growth.

Education, Knowledge, and Skills:

• Education: Bachelor’s degree in Human Resources, Business Administration, or related field.
• Certifications: PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
• Experience: 5-7 years of progressive HR experience, with a focus on employee relations, performance management, and strategic HR consulting.
• Experience in Home Health, Hospice, or a healthcare-related field is highly preferred.

Essential Responsibilities and Duties:

1. Align HR Initiatives with Business Goals:

• Align HR strategies and programs with business objectives and priorities.
• Provide ongoing updates on deliverables, metrics, and progress towards HR-related business goals.

2. Policy Guidance and Interpretation:

• Provide policy guidance and interpretation to both employees and leadership.
• Ensure HR policies, processes, and programs are compliant with legal and regulatory requirements and align with business goals.

3. Employee Relations Oversight and Execution:

• Support the business in managing employee relations, including terminations and corrective actions.
• Conduct internal investigations related to workplace concerns or violations.

4. Performance Management:

• Lead the development and execution of care plans, growth plans, and coaching initiatives
• Provide performance management tools and resources to support employee retention and career development.

5. Employee Metrics and Reporting:

• Track, report, and analyze employee metrics such as turnover, retention, employee relations trends, workers\’ compensation, payroll, benefits, and compliance.
• Provide actionable insights and trends that help optimize HR programs and business decision-making.

6. HR Training Development and Facilitation:

• Develop and deliver HR training based on emerging trends and business needs.
• Train the trainer for regional HR teams, ensuring consistent and effective HR practices across locations.

7. ADA/LOA Coaching and Execution:

• Provide coaching and support for employees and managers regarding the Americans with Disabilities Act (ADA) and Leave of Absence (LOA) processes.
• Ensure compliance with ADA and LOA policies and handle accommodations and leave requests efficiently.

8. Payroll, Compensation, and Benefits Partnership:

• Partner with internal teams to manage payroll, compensation, and benefits processes
• Ensure that the business is receiving the necessary support from internal teams in these areas.

9. Recognition and Retention Programs:

• Oversee recognition and retention programs to foster employee engagement.
• Provide support and guidance to the HR team on improving processes and optimizing program effectiveness.

10. Mass Communication Management:

• Manage mass communications related to HR topics, ensuring clear, timely, and effective messaging to employees across the organization.

11. Project Management of HR Initiatives:

• Lead and manage HR-related projects to improve processes, programs, and employee experiences.
• Ensure the successful execution of HR initiatives in alignment with business objectives.

12. General Employee Lifecycle Support:

• Oversee all stages of the employee lifecycle, from onboarding to exit interviews, ensuring smooth transitions and alignment with company policies and procedures.

Skills:

• Strong knowledge of HR laws, policies, and compliance.
• Strong understanding of the unique needs and challenges of Home Health and Hospice
• Experience with performance management, employee engagement, and retention strategies.
• Proficiency in HRIS platforms and MS Office Suite.
• Excellent communication, problem-solving, and interpersonal skills.
• Ability to manage complex HR projects and handle confidential matters with discretion.
• Strong business acumen and the ability to align HR practices with organizational goals.
• Ability to lead and influence at all levels of the organization.
• Highly organized with strong time management and prioritization skills.
• Excellent verbal and written communication skills, with the ability to communicate complex HR concepts clearly.
• Adaptability in dealing with change and ambiguity.
• High emotional intelligence and the ability to build strong relationships across various stakeholders.

General Working Conditions:

This position entails standing for long periods of time. While performing the duties of this job, the employee is required to communicate effectively with others, sit, stand, walk and use hands to handle keyboard, telephone, paper, files, and other equipment and objects. The employee is occasionally required to reach with hands and arms. This position requires the ability to review detailed documents and read computer screens. The employee will occasionally lift and/or move up to 25 pounds. The work environment requires appropriate interaction with others. The noise level in the work environment is moderate. Occasional travel to different locations may be required.

We have comprehensive benefit packages that include health, dental, vision, 401(k), income protection, and extraordinary work-life benefits.

If you love serving others, and are looking for an opportunity to thrive, CSIG holdings and our businesses is your destination.

This classification description is intended to indicate the general kinds of tasks and levels of work difficulty that are required of positions given this title and should not be construed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the right of any supervisor to assign, direct and control the work of the employees under her/his supervision. The use of a particular expression or illustration describing duties shall not exclude other duties not mentioned that are of a similar kind or level of difficulty

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