Senior Human Resources Business Partner

Job Description

The Sr. Human Resources Business Partner (Sr. HRBP) serves as a strategic partner and provides effective HR operational services and advice to business center leaders, managers, and staff to support the delivery of IntraHealth organizational objectives and outcomes. The Sr. HRBP serves as a consultant on all HR-related matters, including performance management, capacity building and talent development, and employee relations. The Sr. HRBP acts as an employee champion, leadership coach, strategic partner, and change agent. The Sr. HRBP manages and resolves complex employee relations issues, guides on and assists in performance improvement, and conducts related issues. She/he works closely with management and employees to improve work relationships, build morale, increase productivity and retention. The position formulates partnerships across the HR function to deliver value-added services to management and employees that reflect the organization’s business objectives. The role includes skilled input into a broad range of HR policy work, developing and implementing capacity building and tailored training programs, managing complex and varied employee relations cases, and ensuring that HR data and reporting is fit for purpose to inform decision making.

The Sr. HRBP will be a member of IntraHealth’s global HR team with an assistant director level and will report directly to the Vice president, Human Resources.

The Sr. HRBP will be expected to have supervisory duties.

KEY ACTIVITIES

• HR Business Partnering (40%)
  • Business Partner with business units to integrate people strategies with overall organizational strategy.
  • Provide HR consulting services to Centers as it relates to human resources programs and policies, often encompassing all areas of human resources.
  • Provide policy guidance and interpretation; recommend and implement changes as needed.
  • Analyses trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
  • Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
  • Ensure that people’s plans are aligned with global direction and shaped for regional/unit needs.  With Centers of Excellence, design solutions and, working with the business leaders, lead and drive delivery of the people plans and monitor progress and impact using milestones and KPIs.
  • Use the people plans as a context for effective implementation of people management disciplines such as compensation and benefits, succession planning, people development, and performance management to achieve business goals. 
  • Gather and analyze relevant data, trends, and patterns and identify gaps and priorities, particularly in the areas of talent management, performance management, workforce planning, strategic recruitment, and capability development. 
  • Leverage the HR function to deliver effective and customer-focused HR Operations. 
  • Manage the organization’s global performance management program, including communications, training, and monitoring.
  • Play a key role in ensuring coherent implementation of people plans and processes across the units within their area and ensuring they align with global direction.
  • Ensure efficient processing of HR administration for the client groups. 
• Capacity Building and Talent Development (30%)
  • Create and execute learning strategies and programs. Translate the business/function strategy into long- and short-term people plans, which consider the organization’s leadership, capability, cultural, and structural development needs.
  • Evaluate individual and organizational development needs and lead, implement and manage staff development initiatives.
  • Deploy different kinds of learning methods to the organization, such as coaching٫ job-shadowing٫ online training, and so on.
  • Organize e-learning courses٫, workshops, and other training. Utilize the LMS (Learning Management System) capacity to provide training and development opportunities to global staff.
  • Coach and challenge leaders to support the development of leadership capability.
  • Leads the development of training and learning modules and mentoring and coaching tools.
  • Lead the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
  • Assess the success of development plans and help employees make the most of learning opportunities.
  • Help managers develop their team members through career pathing.
  • Gather and analyze data to identify trends, gaps, and priorities, particularly in the areas of performance management, talent development, and workforce planning.
  • Develop and deliver training programs, materials, and resources on a broad range of HR-related topics.
  • Provide guidance and input on restructuring, workforce planning, and succession planning: identify training needs and individual management coaching needs.
  • Provide catalytic support to enable business transformation. Work with business/function leaders to spot opportunities for organizational development, which will accelerate the delivery of business strategy. 
  • Interface with various levels within the organization to develop and lead training initiatives on a broad range of HR-related topics.
• Employee Relations (20%)
  • Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Consult with employees and management on employee relations issues providing guidance and assistance with policy interpretation, open and direct communication, conflict resolution, performance management, and conduct-related issues.  
  • Serve as an initial point of contact for US employee relations, including conducting exit interviews.
  • Researches and explains laws and legal affairs concerning employment to managers, supervisors, and employees.
  • Uses surveys, interviews, and other studies to research human resource policies, compensation, and other employment issues. After analyzing the information, makes recommendations on changes.
  • Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances. Develops further training as needed.
• Supervision and Development (10%)
  • Supervises and trains the HR Business Partner

REQUIRED EDUCATION AND EXPERIENCE

• Bachelor’s Degree in Human Resources, Psychology or relevant degree + 12 years working in human resources, and, or
• Masters’ Degree in Human Resources, Psychology or relevant degree + 10 years working in human resources,

PREFERRED EDUCATION AND EXPERIENCE

• Proficient in French and/or Spanish (written and oral)
• SHRM-SCP, SHRM-CP, SPHR or PHR certification

KNOWLEDGE AND SKILLS

• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
• Prior experience working and applying HR principles in a system environment with prior experience developing, maintaining and improving processes to achieve greater efficiencies and performance.
• Experience in facilitating trainings.
• Strong analytical skills and ability to interpret and communicate data.
• Excellent customer service skills including understanding users’ needs, offering solutions and following up to ensure end user success.
• Initiative and drive to continuously improve processes and systems.
• Solid project management skills including attention to detail, highly organized.
• Strong problem-solving skills
• Proven ability to work effectively in teams and with individuals at all levels within an organization; understanding of cultural contexts and international work experience preferred.
• Experience managing several tasks and priorities and exercise independent working; a self-starter.
• Extensive knowledge of HR process, procedures and policies
• Strong facilitation and communication skills

COMPETENCIES

Risk Management, Written and Oral Communication, Managing Performance, Ethical Practices, Strategic Thinking

PHYSICAL DEMANDS

• Position may involve both local and international travel.
• Position is based in an office and involves sitting for most of the day.
• Position requires lifting up to 10 lbs occasionally.

About the Organization

Why join IntraHealth?

IntraHealth International is a global health nonprofit that has worked for 40 years in over 100 countries. We improve the performance of health workers and strengthen the systems in which they work so that everyone everywhere has the health care they need to thrive.

IntraHealth’s programs generate long-term social and economic impact to keep communities around the world healthy, strong, and prosperous. And our dynamic staff are passionate about global health and committed to excellence.

Join us. The future of global health starts here.

Summary of Benefits

IntraHealth International, Inc. is a great place to work and prides itself on its comprehensive benefits package. We offer competitive salaries and a dynamic inclusive work environment which supports health workers so they can improve the lives of people throughout the world.

IntraHealth International is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

To apply and learn more about IntraHealth Careers @: http://www.intrahealth.org/section/careers

Learn more about “Who We Are” @: http://www.intrahealth.org/section/about-us1