The Human Resources Business Partner provides a broad range of HR services to leaders within the business area(s) they support. Works in partnership with management/executives to address operational, talent, and talent lifecycle-related issues, including change management, culture, employee relations, workforce planning, talent growth, development, and coaching. Proactively translates business strategies into HR solutions that best enable the organization/hospital to meet strategic objectives. Possesses an understanding of the business model, diagnoses organizational needs, connects and deploys team capabilities, and consults with client groups on operational strategies to improve business performance through people.Located in the heart of the San Fernando Valley, Van Nuys Behavioral Health (also known as Southern California Hospital at Van Nuys) is a 57-bed psychiatric hospital that provides acute inpatient and outpatient mental health services on a voluntary basis to adults. As an acute inpatient and outpatient psychiatric facility, Southern California Hospital at Van Nuys provides services designed to help a patient's psychological well-being. These services include round-the-clock nursing care, daily medical management by internists and psychiatrists, as well as daily group therapy led by social service staff and recreation therapy staff.Required Qualifications:
Two (2) years of Human Resources experience as an HR Generalist/Business Partner
Bachelor's Degree, or equivalent education and experience
Demonstrated knowledge of Federal, State and Local employment law
Ability to multitask and maintain a work pace appropriate to workload
Maintains effective communication and working relationships with all levels of the organization.
Exceptional written and verbal communication skills
Ability to work well independently and in a team environment
Computer literacy and proficiency
Preferred Qualifications:
PHR
Previous experience working with labor unions
Healthcare Experience
Pay Rate: Min - $87,200 | Max - $119,900
Provides subject matter expert guidance to clients in managing labor (if applicable) and employee relations, including but not limited to the following: performance management, investigations, discipline, grievances, and contract negotiations. Mediates conflict and supports constructive resolutions.
Provides thoughtful and accurate HR policy and contract interpretation, including balancing risk and business needs.
Actively engages with clients to develop an understanding of business operations and strategy in order to best anticipate and recommend effective HR strategy and practice aligned with the business/hospital. Gathers metrics and uses data analytics to understand and identify business issues and drive recommendations.
Partners with facility leadership, talent management, and shared services team to develop and deliver effective recruitment and retention strategies to ensure the availability of a competent workforce.
In collaboration with Compensation and Recruiting, assists clients in talent forecasting and management, organization re-design / re-structuring, development of position descriptions, position classification, and salary recommendations. Participates in candidate screening and selection process for key positions.
Identifies organizational issues that limit effectiveness and collaborates with management and/or HR to develop and deliver practical solutions. Seek out opportunities to support the organization in continuing to evolve into a high-performance culture. Partners with leadership to effectively move the organization through significant change such as growth and process improvement.
Identifies and facilitates development opportunities in the organization, including management training, one-on-one coaching, and development of employee engagement strategies, orientation, and onboarding. Coaches and develops leaders and managers to deliver people-management capabilities.
Provides subject matter expert guidance to clients in managing labor (if applicable) and employee relations, including but not limited to the following: performance management, investigations, discipline, grievances, and contract negotiations. Mediates conflict and supports constructive resolutions.
Provides thoughtful and accurate HR policy and contract interpretation, including balancing risk and business needs.
Actively engages with clients to develop an understanding of business operations and strategy in order to best anticipate and recommend effective HR strategy and practice aligned with the business/hospital. Gathers metrics and uses data analytics to understand and identify business issues and drive recommendations.
Partners with facility leadership, talent management, and shared services team to develop and deliver effective recruitment and retention strategies to ensure the availability of a competent workforce.
In collaboration with Compensation and Recruiting, assists clients in talent forecasting and management, organization re-design / re-structuring, development of position descriptions, position classification, and salary recommendations. Participates in candidate screening and selection process for key positions.
Identifies organizational issues that limit effectiveness and collaborates with management and/or HR to develop and deliver practical solutions. Seek out opportunities to support the organization in continuing to evolve into a high-performance culture. Partners with leadership to effectively move the organization through significant change such as growth and process improvement.
Identifies and facilitates development opportunities in the organization, including management training, one-on-one coaching, and development of employee engagement strategies, orientation, and onboarding. Coaches and develops leaders and managers to deliver people-management capabilities.
