Human Resources Business Partner at Billings Clinic

Overview

The HR Business Partner participates in assessing and anticipating human capital-related needs of Billings Clinic, Billings campus, participates in implementing human resources programs and services to ensure organizational strategic goals and business objectives are met and human resources systems and processes are consistent with business needs and represent an integrated system strategy where appropriate. Provides consultation and guidance across a broad range of human resources management and operational functions including legal/regulatory compliance; risk identification and mitigation plans; employee and leadership development; performance management; talent acquisition and employee engagement; workforce forecasting and staffing solutions; orientation, competency assessment and ongoing training/education;

Benefits

• and pension administration; compensation modeling and salary budget planning; policy and procedure development; employee/labor relations; AA/EEO compliance; and other special projects to ensure alignment with the business objectives and Human Resources practices. Works collaboratively with all vested parties to foster best practices and needed changes to turn strategic goals into measurable results.
• Maintains an understanding of the culture, financial performance, business goals, and priorities, strengths and opportunities, and understands the various market complexities. Participates in conducting risk analysis, observes and analyzes process designs and workflow, identifies risks, and barriers; and develops recommendations to reach desired outcomes. Essential Job Functions • Supports and models behaviors consistent with Billings Clinic’s mission, vision, values, code of business conduct, and service expectations. Meets all mandatory organizational and departmental requirements.
• Maintains competency in all organizational, departmental, and outside agency standards as it relates to the environment, employee, patient safety, or job performance. • Partners with leadership providing human resource guidance, participates in conducting risk analysis, observes and analyzes trends and metrics, designs processes and workflow, identifies barriers; and develops recommendations to reach desired outcomes. Works closely with leadership to improve work relationships, build morale, increase productivity, recruitment, and retention.
• Provides consultation and guidance on business unit restructures, workforce planning, and succession planning to meet business needs. •
• Provides day-to-day performance management guidance to departments, that include leadership development and mentoring, employee coaching/counseling, and disciplinary actions. Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations and consults with Billings Clinic legal counsel as appropriate. • Performs initial and periodic human resource compliance audits and risk assessments and conducts related ongoing monitoring activities through the development of an HR scorecard and work goals and priorities. • Encourages open lines of communication.
• Provides consultation for related concerns and acts as a customer advocate by demonstrating sensitivity to ethical and legal ramifications of practice. Acts as a champion and advocate for both Billings Clinic and regional affiliate's needs; working to create win/win scenarios through education, innovation, compromise, and collaboration. Serves as a liaison and conduit of communication and connectivity to Billings Clinic’s programs and services and needed subject matter expertise. • Participates in identification and delivery of training and development needs. Participates in the orientation and onboarding of new Human Resources leadership and staff.
• Provides ongoing mentoring and coaching for career development. Prepares and teaches various course materials and/or curriculums • Provide support for organizational restructuring or other business changes to ensure compliant transitions. Minimum Qualifications Education • 4 Year / Bachelors Degree Experience • Five (5) years of progressively responsible human resource experience with a strong working knowledge of multiple human resources disciplines, including federal, Montana, and Wyoming state employment laws; policy and procedures; recruitment, retention, and employee engagement; orientation and onboarding; workforce planning; health

Benefits

• and retirement plans
• compensation and salary administration
• employee relations
• and performance management Healthcare human resources experience preferable Healthcare system experience with multiple locations desirable Experience working with community boards desirable Certifications and Licenses Human Resources certification preferred Current Montana/Wyoming Driver’s license and the ability to be insured to operate motor vehicles Or an equivalent combination of education and experience relating to the above tasks, knowledge, skills and abilities will be considered. Employees that require a licensed or certification must be properly licensed/certified and the licensure/certification must be in good standing.