New

Senior Human Resource Business Partner

Mercy Health Corporation
$73,107.50/Yr. - $109,661.26 /Yr.
vision insurance, paid time off, retirement plan
United States, Illinois, Rockford
2350 North Rockton Avenue (Show on map)
Apr 17, 2025
Overview The Senior Business Partner serves as a consultant to leadership on human resources-related issues. The position is responsible for providing leadership advice on strategic human capital and organizational challenges by offering people-related solutions. The Senior Business Partner must be deeply connected to each functional business areas' goals and initiatives that have impact across the system. The Senior Business Partner performs HR-related duties at a high level while supporting multiple distinct operational functions. The Senior Business Partner carries out responsibilities by partnering with HR Functional area subject-matter experts in areas such as: talent acquisition, learning and development, compensation, and benefits. The Senior Business Partner leverages new and existing data to drive change and demonstrate strong linkages between the HR measurements/metrics and their alignment with system and operational goals. The Senior Business Partner plans, designs, makes recommendations and may implement programs and initiatives to assist the leadership they advise in partnership towards the achievement of these operational goals. Responsibilities Essential Duties and Responsibilities Acts as an advisor and/or team lead to other Business Partners. Leads and/or assists with special projects and human resource initiatives. Collaborates with leadership, as a primary customer group, to develop and implement programs/initiatives that build accountability, emotional intelligence, team member engagement, and otherwise supports the organization's success. Senior Business Partners may be asked to manage more senior-level leaders or leaders with higher-level needs. Conducts ongoing supply and demand analysis for the businesses they support, which includes partnering with leadership on current and future staffing needs, creating and executing comprehensive people strategies that produce sustainable, measurable results and skill needs and partnering with Talent Acquisition and the customer to develop strategies to meet those needs while supporting culture and engagement initiatives. Builds strong relationships with, and provides trusted advice, to their group of leadership customers. Monitors key workforce metrics such as turnover rate, engagement results, performance evaluations, and similar data to identify "early warning signs" Provides day-to-day talent management guidance to leadership (e.g., coaching, counseling, career development, disciplinary actions, performance improvement, appraisals, etc.) Identifies and manages talent risks to the specific areas they support in addition to partnering with OD to complete talent reviews and overall talent management strategy. Ensures regulatory compliance with legal requirements pertinent to day-to-day management, reducing legal risks. Knowledgeable of employment regulations and laws at the local, state and federal level. Partners with business leaders, compliance and other appropriate experts to ensure employment-law risks are managed appropriately. Acts as a change agent to the businesses through process design, business approach, supporting change and transformation, as well as cascading information effectively throughout their client groups. Participates in HR cross-functional projects as appropriate. Implements standardized HR processes with customer groups. Assesses and anticipates HR related needs. Identifies opportunities for improvement; plan, lead, and manage projects that significantly grow capacity, efficiency and effectiveness of the HR function. Provides input on workforce and succession planning and works with leadership on any proposed business restructuring. Culture of Excellence Behavior Expectations To perform the job successfully, an individual should demonstrate the following behavior expectations: Quality - Follows policies and procedures; adapts to and manages changes in the environment; Demonstrates accuracy and thoroughness giving attention to details; Looks for ways to improve and promote quality; Applies feedback to improve performance; Manages time and prioritizes effectively to achieve organizational goals. Service - Responds promptly to requests for service and assistance; Follows the Mercyhealth Critical Moments of service; Meets commitments; Abides by MH confidentiality and security agreement; Shows respect and sensitivity for cultural differences; and effectively communicates information to partners; Thinks system wide regarding processes and functions. Partnering - Shows commitment to the Mission of Mercyhealth and Culture of Excellence through all words and actions; Exhibits objectivity and openness to other's views; Demonstrates a high level of participation and engagement in day-to-day work; Gives and welcomes feedback; Generates suggestions for improving work: Embraces teamwork, supports and encourages positive change while giving value to individuals. Cost - Conserves organization resources; Understands fiscal responsibility; Works within approved budget; Develops and implements cost saving measures; contributes to profits and revenue. Education and Experience Bachelor's degree required; Master's degree preferred. 7+ years progressive experience demonstrating grown in human resources culminating as a business partner or people leader or 5+ years experience in a business partner/generalist or manager role with subject matter expertise in people and organizational diagnosis and effective solutioning for talent initiatives, succession planning, performance management, employee relations activities, training or demonstrated area of people specialty. Must be adept in knowledge of state and federal employment laws. Experience in the healthcare industry and leadership experience preferred. Certification and Licensure Professional in Human Resources (PHR/SPHR) or other Human Resource certification preferred. Skills and Abilities Proficient business literacy (e.g., balance sheets, budgets, profit/loss statements and related technology). Business, finance and operational leadership acumen. Awareness of healthcare trends, impact to current business state and future business state considerations. Excellent consultative mindset with an ability to build strong relationships with both operational customer groups as well as other areas of HR expertise. Broad experience and specific knowledge of human resource concepts, including workforce management, performance appraisal systems, and building culture of engagement. Strategic reasoning and thinking and the use of data go guide work and drive business decisions. Must be comfortable challenging convention. Experience leading mid- to large scale projects. Strong EQ with an ability to effectively influence others and manage conflict. Experience leading organization through transformational change management. Strong analytic thinking and ability to translate data into pragmatic plans that inform business decisions. Strong organizational skills including the ability to prioritize, handle multiple projects simultaneously and meet deadlines. Productive and effective working in ambiguous, divers and team environments. Proven presentation skills and customer management skills. Superior interpersonal, written and verbal communication skills; high problem-solving skills. Ability to maintain a high degree of confidentiality and to deal discretely with confidential information. Willingness to travel within the designated service areas with a high degree of accountability. Special Physical Demands While performing the duties of this Job, the employee is frequently required to sit, handle, finger, feel, talk, and hear. The employee is occasionally required to stand, walk, reach, stoop, kneel, crouch, and crawl. The employee must occasionally lift and or move up to 50 pounds and up to 25 pounds frequently. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. Level of Supervision Assignments are normally received in the form of results expected and due dates. Only general procedures are available to guide work. Supervises This job has no supervisory responsibilities. Culture of Excellence Behavior Expectations Benefits Mercyhealth offers a generous total rewards package to eligible employees including, but not limited to: * Comprehensive Benefits Package: Mercyhealth offers a retirement plan with competitive matching contribution, comprehensive medical, dental, and vision insurance options, life and disability coverage, access to flexible spending plans, and a variety of other discounted voluntary benefit options. * Competitive Compensation: Mercyhealth offers market competitive rates of pay and participates in various shift differential and special pay incentive programs. * Paid Time Off: Mercyhealth offers a generous paid time off plan, which increases with milestone anniversaries, to allow employees the opportunity for a great work-life balance. * Career Advancement: Mercyhealth offers a number of educational assistance programs and career ladders to support employees in their educational journey and advancement within Mercyhealth. * Employee Wellbeing: Mercyhealth has a focus on wellbeing for employees across the organization and offers a number of tools and resources, such as an employer-sponsored health risk assessment and a Wellbeing mobile application, to assist employees on their wellbeing journey. * Additional Benefits: Mercyhealth employees have access to our internal and external employee assistance programs, employee-only discount packages, paid parental and caregiver leaves, on-demand pay, special payment programs for patient services, and financial education to help with retirement planning.