Sr. HR Business Partner in Plantation, Florida at Pediatric Associates

PRIMARY FUNCTION

The Senior HR Business Partner is a strategic driver of results and agent of transformation, playing a vital role in aligning HR initiatives with organizational goals to propel growth and innovation. They provide high-level strategic HR guidance to senior leadership and cross-functional teams, driving complex initiatives that enhance organizational effectiveness, talent strategy, and cultural alignment. This role leads workforce planning, change management, and organizational development efforts while mentoring HRBPs and influencing business outcomes. The SHRBP serves as a key thought partner, offering data-driven insights and advanced expertise in navigating workforce challenges across the enterprise.

ESSENTIAL DUTIES AND RESPONSIBILITIES

This list may not include all the duties that may be assigned.

1. Serve as a trusted advisor to regional leaders and HRBPs on all facets of Human Resources, offering expertise and driving transformation in aligning HR initiatives with organizational goals.

1. Oversees and leads the resolution of complex employee relations matters, providing expert guidance on high-risk situations. Advises regional leaders and HR Business Partners on progressive discipline, performance management, and employment decisions to ensure consistency, compliance, and fairness. Develops and drives disciplinary strategy, partnering closely with Legal and Compliance teams to support sound, risk-mitigated employment actions.

1. Partners with regional and executive leadership to embed core values into large-scale strategy and culture-building efforts.

1. Manages and leads HR involvement in major organizational projects and transformations, ensuring full-cycle execution and communication across regions and the Enterprise as applicable.

1. Oversees and manages the rollout of HR initiatives such as onboarding programs, employee engagement efforts, workforce planning, and local policy updates and participates in the HR implementation of mergers, acquisitions, and enterprise-wide change initiatives under the shared services model.

1. Ensures alignment between strategic people planning and policy architecture, influencing company-wide policy revisions.

1. Authors new HR policies and drives procedural excellence across multiple markets and business lines.

1. Leads the collection, analysis, and interpretation of HR metrics across the region(s), translating data into actionable insights that inform strategic decisions. Partners with senior leadership to identify trends impacting performance and engagement and recommend targeted initiatives to drive organizational effectiveness and cultural alignment.

1. Assists with compensation processes and ensures delivery of Total Rewards within defined frameworks.

1. Maintains expertise in evolving labor legislation and global HR best practices to support future-ready people strategies.

1. Develop strategies to improve retention and satisfaction of top talent, championing organizational effectiveness and cultural health.

QUALIFICATIONS

EDUCATION: A bachelor’s degree in human resources, Business Administration, or a related field is required. However, candidates with a strong portfolio and proven years of experience in a strategic Human Resources role may be considered in lieu of a formal degree.

EXPERIENCE: At least five (5) years of strategic human resource experience required. Healthcare organization experience a plus.

LICENSURE / CERTIFICATION: PHR, SPHR, SHRM-CP, or SHRM-SCP highly preferred

KNOWLEDGE, SKILLS, AND ABILITIES

• Business acumen: Comprehensive knowledge of the business's industry, financial goals, operational models, and market position. This includes understanding how HR initiatives directly affect business performance and the bottom line.

• Organizational development: Expertise in organizational design, effectiveness, change management, and workforce planning to support business growth and adaptation.

• Talent management: In-depth knowledge of the entire talent lifecycle, including succession planning, leadership development, performance management, and career pathing.

• Strategic HR: A thorough understanding of HR trends, best practices, and the ability to link an HR agenda to the company's long-term objectives.

• HR policies and compliance: Mastery of employment law, regulations, and internal policies to ensure fair, consistent, and compliant practices.

• HR analytics: Proficiency in using HR data and metrics to derive actionable insights, inform strategic decisions, and measure the impact of HR programs.

• Compensation and benefits: Understanding of compensation structures, benefits programs, and reward systems to ensure market competitiveness and internal equity. 

• Communication and relationship-building: The ability to communicate complex information clearly and influence key stakeholders at all levels of the organization, including senior executives. This involves active listening and empathy to build trust.

• Strategic thinking and planning: The ability to analyze the big picture, identify people-related challenges, and develop long-term strategies that support business goals.

• Coaching and influencing: Skill in coaching and advising senior leaders and managers on complex employee and business challenges, leadership development, and change.

• Change management: The ability to guide leaders and employees through organizational transitions, managing resistance and ensuring a smooth process.

• Data analysis and problem-solving: The capacity to leverage HR data to identify root causes of issues and develop evidence-based solutions.

• Project management: The ability to lead and deliver complex HR initiatives and projects on time and within budget.

• Conflict resolution and mediation: Expertise in managing and resolving employee and management conflicts with discretion and fairness.

• Digital and tech proficiency: Familiarity with HR information systems (HRIS), analytics tools, and other digital platforms to streamline HR processes and manage information. 

• Collaborate effectively: The ability to work across teams and with different functions, leveraging subject matter experts and shared services to deliver integrated solutions.

• Anticipate needs: The foresight to anticipate future workforce needs and organizational challenges based on business trends and data.

• Manage ambiguity: A high degree of comfort and effectiveness in operating in ambiguous or complex settings and making decisions without complete information.

• Promote an inclusive culture: The ability to drive and champion diversity, equity, and inclusion initiatives, fostering a safe and respectful work environment.

• Maintain confidentiality: The discretion to handle sensitive and confidential information related to employees, leaders, and the organization.

• Model leadership behavior: The capacity to embody and promote the desired organizational culture and values. 

TYPICAL WORKING CONDITIONS

• Non-patient facing

• Works in an office environment

• May be either full time remote/telework or rotate working in the office and remote/telework.

• Must be U.S. based.

• Involves frequent telephone interaction.

• May require sitting or standing for long periods.

• Stooping, bending, and stretching for files and supplies.

• Occasionally lifting files, boxes weighing up to 50 pounds.

• View and type on computer screens for long periods.

• Work in a high-volume environment.

OTHER PHYSICAL REQUIREMENTS

• Vision

• Sense of touch

• Sense of sound

• Requires manual dexterity sufficient to operate a keyboard, operate projector, copier, and other office and training equipment.

PERFORMANCE REQUIREMENTS

Adhere to all organizational information security policies and protect all sensitive information including but not limited to ePHI and PHI (Protected Health Information) in accordance with organizational policy, Federal, State, and local regulations.