The Director, Human Resources Business Partner serves as a trusted and collaborative advisor, providing a proactive, practical, and valued HR perspective in partnership with Mission leadership. The Director, HRBP serves as the strategic partner to a designated line of business ensuring alignment in support of attracting, motivating, and retaining top talent. This individual possesses strong skills in building relationships, diagnosing issues, advising, influencing, and guiding all levels of management on the HR implications of business decisions related to aspects of people management and leadership.
The Director, HRBP drives and deploys programs and strategies for local talent management, development, compensation, performance management, and workplace rights that facilitate change and optimize the contribution and engagement level of employees. The Director, HRBP will utilize experience and analytics for evaluation of the effectiveness and efficiencies of HR programs and processes, while making recommendations for strategic changes. The Director, HR Business Partner is responsible for the efficient and effective delivery of HR services to the organization by providing an innovative approach to organizational challenges and the ability to translate strategy into operating results.
Leverages COE and shared services partnerships to address facility issues. Drives strategic initiatives and objectives as a proactive and valued member of executive leadership team, adjusting strategy to respond to changing needs.
Responsible for mission HR oversight and, where applicable, serves as executive sponsor of local talent strategies and execution as determined by the HR strategic and operational plans and contributes to functional and cross-functional initiatives.
Provides expert advice, influencing business decisions impacting and related to all aspects of people management and leadership. Serves as a consultant, most frequently on issues related to strategy execution and change, talent management, employee engagement, and performance management by understanding the key drivers of the business and how effective human capital management strategies can assist with achieving organizational goals.
Workforce Planning & Org Design Responsible for planning and approval of labor demand model, workforce, and strategic planning. Oversees reorganization efforts, including partnering with employee relations to execute transition plans associated with reduction in workforce, outsourcing, and regionalization initiatives.
Talent Acquisition & Onboarding Monitors internal metrics and external market developments to diagnose sources of current and potential retention challenges. Diagnoses critical talent needs and gaps throughout the facility, partners with COE talent management, and leads in development of strategies to address talent needs at a local level. Sets strategic objectives for new hire experience components to include, but not limited to, selection, onboarding, new hire orientations.
Partners with Talent Management and executive leadership in the development of organizational development solutions. Assess organizational capabilities by identifying competency and talent gaps, ensuring development of human capital resources, and performing talent assessments and succession planning aligned with current and future performance standards and organizational goals. Serves as a strategic partner concerning escalated employee relations issues.
Partners with COE regarding organization compensation strategies and leads local compensation strategies as appropriate. Facilitates annual compensation decisions, administration and accompanying guidelines.
Develop and champion employee wellness programs aligned to organizational mission and in support of business objectives.
Maintains knowledge of progressive HR practices and key trends in talent. Ensures compliance measures are maintained for all regulatory and legal requirements.
Serves as a champion for the HR operating model and serves as the primary liaison between the mission leadership and COE to ensure that services and solutions are driving business objectives and aligned with facility needs. Serve as a trusted partner, initiating and maintaining effective communication with facility leaders, HR Shared Services, and Centers of Expertise. Identifies new opportunities for HR to add value to the business.
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OHSU is Oregon’s only public academic health center. We are a system of hospitals and clinics across Oregon and southwest Washington. We are an institution of higher learning, with schools of medicine, nursing, pharmacy, dentistry and public health – and with a network of campuses and partners throughout Oregon. We are a national research hub, with thousands of scientists developing lifesaving therapies and deeper understanding. We are a statewide economic engine and Portland’s largest employer. And as a public organization, we provide services for the most vulnerable Oregonians, and outreach to improve health in communities across the state.
Across our missions of healing, teaching and discovery, we unite some of the world’s brightest minds in a singular vision: to rethink everything. We are creators of precision cancer medicine. We are innovators of an education model that lets each student forge a unique path. We are the top-rated health care provider in Oregon.
We are also a community — one of different colors, genders, orientations, cultures and interests. Each of us chose Oregon’s lush forests and sapphire rivers. Each of us chose OHSU’s relentless pursuit of new ideas. Together we are working toward a cause bigger than any of us: to bring health and hope to all.