HCA, Hospital Corporation of America Human Resources Business Partner, Integrated Lines of Business in Nashville, Tennessee

People. Performance. Possibilities. * These words describe the focus of our Human Resources team… supporting the mission of *HCA, one of the largest healthcare providers in the world: /“Above all else, we are committed to the care and improvement of human life.”/

The Human Resources Business Partner II (HRBP) *will cross support all *Integrated Lines of Business (ILOB) *at the TriStar Divisional Office, but will primarily focus on ourInformation & Technology Systems (IT&S)*employees.The HRBP will build effective business relationships with leadership, and be a guide in the areas of employee relations, employee engagement, analytics and other HR support.


_Implement Business and HR strategy and programs_

Engage designated leaders to understand talent needs of the businesses and define people strategies * Implement HCA-wide and LOB or location-specific HR initiatives

If applicable, work with the VP of HR and the Labor Relations Center of Excellence to support Labor Relations strategy (i.e., grievance procedures must involve Labor Relations).

_Advise leaders on people issues_ * Provide HR observations related to departmental issues in meetings and one-on-one. Interpret talent management data for departments and work with VP of HR to develop appropriate initiatives. * Coach designated leaders through change management, performance management issues, etc. * Respond to leader questions and requests for information, point them to appropriate self-service tools

_Deploy development programs_ * Advise leaders on learning and organizational development. May include program implementation such as ensuring completion of employee development plans, updating the succession plan and implementing other programs and tools. * Deploy HCA career development program tools and processes. Includes coaching leaders, participating in employee career counseling and feedback sessions, equipping managers with standard tools for coaching, feedback & planning.

_Support Employee & Community engagement_ * Promote and foster a healthy work environment; raise awareness of available programs to assist employees. Implement appropriate employee engagement programs and union avoidance initiatives (as applicable) * Prepare/coordinate events e.g. holiday celebrations, employee recognition events, service awards, community support * Coordinate and facilitate employee activity groups and other employee teams (peer reviews)

Interpret and drive departmental action planning as a result of employee engagement surveys; assess facility “temperature” through formal and informal sensing and plan actions with department managers

Counsel managers and employees on situational issues; resolve employee conflicts

_Implement business performance, quality and patient care initiatives_ * Partner with designated leaders to uphold all compliance standards (Joint Commission, Dept. of Labor, HR policies, etc.) and create an environment of compliance/excellence * Support employee relations, ethics, or compliance investigations (initial interviews & fact gathering); maintain tracking for issues/concerns and handle inquiries from employees or managers * Deploy performance management/appraisal program tools and processes in their assigned facility areas. Includes coaching, participating in assigning ratings, feedback sessions and developing performance improvement plans. * Advise designated leaders on performance counseling and discipline procedures; consult on suspension or termination of employment actions; provide information on RIF processes and severance * Escalate major issues to VP of HR and/or HR Center of Excellence/HR Service Centers when appropriate * Support measurement of productivity and addressing of productivity issues * Implement emergency response plans with appropriate leaders

_Execute HR operational excellence_ * Work with VP of HR and all HR Centers of Excellence to give feedback on strategies and programs to more effectively meet the needs of businesses * Prepare managers for the compensation planning process and provide compensation budget information. * Support Total Rewards COE with benefits enrollment at facility level * Work with designated department leaders on workforce planning, including position control/review; aligning with budget, productivity metrics, resourcing processes, etc. Review and localize job descriptions and compensation with Recruiting and Compensation Centers of Excellence. Assist leadership with temporary/PRN workforce planning & implementation, internship/externship placements and other non-RFT talent processes. * Perform worker’s comp intake processing; support applicable employee leave of absence/return to work administration at facility level (advising employees on process, completing necessary onsite paperwork, etc.) * Facilitate local interview process for hiring. Develop and deliver local onboarding and facility orientation programs * Support effective leader and employee communications * Support utilization of the HR support model; guide employees to the appropriate channel and ensure proper utilization of HR policies and processes

_Experience_ * 5 years of Human Resources experience * Strong employee relations and project experience * Healthcare experience preferred

_Education_ * Undergraduate College Degree Required

_Special Qualifications_ * PHR or SPHR preferred

Title: Human Resources Business Partner, Integrated Lines of Business

Location: Tennessee-Nashville-HCA HR Field Operations

Requisition ID: 26561-2617