Senior HR Business Partner in Kalamazoo or Ann Arbor, Michigan at Hospice of Michigan

Job Summary: Serves as a strategic advisor and consultative partner to assigned business unit(s) and leadership, aligning HR strategy with business goals to drive organizational performance. Partners with leaders on workforce planning, talent strategy, and change management. Provides expert consultation on complex employee relations matters and ensures compliance with all legislative and organizational requirements. Responsible for full-cycle recruiting in assigned areas.

Essential Functions:

• Serves as a strategic business partner to assigned leaders, working collaboratively to translate business goals and strategic priorities into workforce plans and HR solutions.
• Establishes and maintains effective, credible working relationships with senior leaders, all levels of management, and staff, acting as a trusted advisor on people and organizational matters.
• Partners with business leaders on workforce planning and organizational design, including headcount planning, org structure recommendations, and restructuring in support of business strategy.
• Provides consultation and coaching to leaders, including senior leaders , on performance management, leadership effectiveness, career development, and disciplinary action.
• Leads or co-leads organizational change management initiatives (e.g., restructures, process or system changes, culture initiatives), guiding leaders and employees through transitions.
• Partners with leadership to develop and drive succession planning and leadership development strategies to build a strong talent pipeline within assigned business unit(s).
• Responsible for managing complex employee relations matters requiring independent thought and action; evaluates complex situations and recommends appropriate resolutions.
• Engages in continuous risk management assessments related to workforce and employee relations matters.
• Conducts effective, thorough, and objective investigations of complex employee relations issues or complaints.
• Manages the full-cycle recruiting process in assigned areas, from workforce planning and sourcing through interviewing, offer, and onboarding, to meet staffing goals.
• Provides guidance to leadership and employees on the interpretation and application of company policies, practices, and processes.
• Builds and analyzes workforce trends, metrics, and dashboards in partnership with leadership and the Human Resources team; presents insights and recommendations to senior leadership to inform business decisions.
• Works to understand and improve employee turnover and engagement. Develops and implements effective retention and engagement strategies, including enrichment programs, training and development, incentive programs, and interdisciplinary teams.
• . Supports implementation and ongoing execution of new employee orientation.
• Ensures compliance with all federal, state, and local legislation including FMLA, ADA, ADEA, OSHA, COBRA, HIPAA, and other employment regulations.
• Stays current with legislative and regulatory changes affecting human resources. Proactively participates in internal and external education, training, in-services, and other activities.
• Adheres to organizational Code of Conduct, policies, procedures, protocols and processes and all regulatory and legal requirements.
• Adheres to the organizational standards to care for every person, every time, 100% of the time.

Supervision: Reports to the Manager, Human Resources or AVP, HR / CHRO. Able to consistently perform all responsibilities required of the role with minimal support/guidance from management and colleagues.

Working Relationships:

Internal: Works collaboratively with the Human Resources team and other functions (e.g., Total Rewards, Learning & Development). Contact with all levels of management and employees, including senior leadership/executives.

External: Contact with vendors and the community at large. May interface with insurance carriers, medical personnel, and attorneys.

Qualifications:

• Bachelor's Degree in Human Resources (or related field) or combination of work experience and education required. Master's degree preferred.
• Five (5) to seven (7) years of progressively more responsible human resources experience is required, including prior experience in an HR Business Partner or strategic HR consulting capacity, preferably in a health care organization or corporate human resources environment.
• Demonstrated experience advising senior leaders; previous employee relations and recruitment experience required.
• Previous full-cycle recruiting experience required.
• Demonstrated business acumen, including the ability to understand business/departmental goals, financial drivers, and workforce data, and translate them into HR strategy.
• Experience leading or supporting organizational change management, workforce planning, or organizational design initiatives preferred.
• SHRM-CP/SCP, PHR/SPHR certification, or similar professional certification preferred.
• Demonstrated proficiency in Microsoft Office Applications, HRIS and related reporting/analytics systems required. Experience utilizing applicant tracking systems preferred.
• Working knowledge of legislation impacting Human Resources in the workplace including FMLA, ADA, ADEA, OSHA, worker's compensation, and Title VII of the Civil Rights Act, etc.
• Must possess excellent interpersonal skills, sound judgment, effective organizational, prioritization and follow-through skills, attention to detail, tact, dependability, emotional intelligence and the ability to maintain confidentiality and promote positive, constructive relationships with communication and collaboration at all levels, including with senior leadership.
• Must be able to read, write and speak English fluently and be able to communicate orally and in writing in internal and external relationships for all essential job functions.
• Ability to prioritize multiple demands. Demonstrates integrity and flexibility and participates actively in change and quality improvement initiatives.
• The physical and sensory demands of the position include: vision, effective speech and hearing for extensive telephone contact; repetitive motion; traveling; driving or riding in motor vehicle; standing, sitting, walking, bending, reaching, and stretching; lifting up to twenty- five (25) pounds unassisted.
• Must have reliable transportation to be able to travel and maintain the rigors of a busy schedule. Frequently works variable hours/days; activities and workload may require extended days.
• Must be physically and mentally capable of performing all essential duties required of the position.
• Must be eligible to work in the United States.