Senior HR Strategic Business Partner (AVP)

The Senior HR Strategic Business Partner is responsible for aligning business objectives and serves as an executive-level trusted advisor to management on human resource strategy issues. The Sr. HRSBP is deeply connected with the business unit goals, processes & strategies, and will create a tight linkage with HR measurements/metrics to ensure alignment and return on investment. The Sr. HRSBP acts as a change agent, anticipating human capital related needs, seeking to develop integrated solutions, and formulating partnerships across the business to deliver value-added service.

The Senior HR Strategic Business Partner is an executive-level HR professional whom:

• Possesses high-level experience in the HR profession, or in a healthcare role with demonstrated HR responsibility
• Serves as an executive-level strategic leader and experienced consultant
• Maintains a strategically important & complex client portfolio, including multiple programs or lines of business
• Seen by their clients as a member of the executive team for their line of business.
• Leads, and is accountable and responsible, for strategic projects & initiatives.
• Responsible for ensuring HR cross-regional collaboration and alignment across the Wake Forest University School of Medicine & Atrium Health enterprise.

Essential Functions:

• Serves as an advisor to senior business leaders, providing guidance, counsel, and human capital strategic direction.
• Works with senior business leaders to anticipate opportunities to influence and lead change that will improve individual, team and enterprise talent performance.
• Maintains an effective level of business acumen about the organization’s goals, culture and competition, and particularly in for assigned client groups.
• Consults with senior business leaders as a key partner in the identification of solutions relating to human capital programs and services, workforce productivity and engagement, organizational design and performance, talent management, teammate retention, and diversity and inclusion.
• Provides guidance and input on organizational structures, workforce planning, succession planning.
• Identifies and manages talent risks and the specific business area supported.
• Builds trusting relationships with data-based insights, business acumen, best practices, and industry trends.
• Analyzes data trends and metrics in partnership with HR Centers of Excellence to develop solutions, programs and policies.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of teammates, reducing legal risks and ensuring regulatory compliance.
• Consults with business unit leadership on compensation support including salary planning, promotions and job re-leveling.
• Provides day-to-day performance management guidance to management.
• Works closely with management and teammates to improve work relationships, build morale, increase productivity and retention. Supports employee engagement efforts.
• Acts as a proactive change agent, assesses and anticipates HR related needs, communicating needs proactively between the HR department and management to develop integrated solutions
• Identifies training needs for department and individual leadership needs.
• Participates in evaluation and monitoring of success of training programs.
• Participates in labor-management committees.
• Conduit to HR Centers of Expertise/Excellence for the successful development of progressive workforce programs, analytics and solutions.

Education, Experience and Certifications:

 Competencies:

• Proficient business literacy (e.g., profit/loss statements, balance sheets, etc. and related technology)
• Business, finance and operations leadership acumen
• Awareness of healthcare trends and impact to current state and future state considerations
• Excellent consultative mindset with an ability to build strong relationships grounded in trust
• Outstanding interpersonal and communications skills
• Self-directed, with excellent time management and detail orientation
• Broad experience and specific knowledge of human resource concepts, including employee relations, workforce management and the development of performance appraisal systems.
• Strong EQ with an ability to effectively manage conflict

 Qualifications:

• Masters’ degree in a related field required
• Minimum 8 years business experience with progressive responsibilities and demonstrated organization strategy activity; minimum 5 years in a leadership position
• Experience working directly with senior business executives in an advisory capacity
• Working knowledge of multiple human resource disciplines, including compensation practices, organization development, change management, employee relations, diversity, etc.
• Experience leading major cross-functional projects that included creating project plans and timelines, managing resource plans and monitoring/reporting performance to plan.
• Demonstrated knowledge of change management methodologies to solve big problems within a complex business environment.
• PHR, SPHR preferred