The Human Resources Business Partner (HRBP) position reports to the Director, Human Resources Business provides comprehensive human resources consultation and guidance to meet the organization’s strategic objectives and desired business outcomes. In partnership with business leaders and HR Centers of Expertise this role facilitates the implementation of strategic program recommendations, prioritization and deployment in talent management, employee development, compensation, performance managemen... more details
The Human Resources Business Partner (HRBP) position reports to the Director, Human Resources Business provides comprehensive human resources consultation and guidance to meet the organization’s strategic objectives and desired business outcomes.
In partnership with business leaders and HR Centers of Expertise this role facilitates the implementation of strategic program recommendations, prioritization and deployment in talent management, employee development, compensation, performance management, organizational transformation, change management and workforce effectiveness for the assigned client groups in accordance with the mission and vision of VCU Health System.
In alignment with HR Business Advisory Leadership, the HRBP strategically supports leaders as a partner on proactive solutions, team member engagement, risk mitigation, complex and difficult HR issues at the local level, facilitating conflict resolution, and escalating as appropriate to HR functional areas or HR Business Advisory Leadership.
The HRBP interprets HR metrics (e.g. turnover, vacancy rates), identifies trends and recommends strategic solutions for assigned business groups. The HRBP ensures compliance with VCUHS policies and practices, and state/federal regulations related to employment practices.
Essential Job Statements
Strategic consulting and workforce planning for assigned client group(s); delivering an HR strategy that is aligned with the business needs and broader organization
Provide analytics, insights, and recommendations on talent, leadership, and capability to deliver business results.
Partner with clients to drive team member engagement; in collaboration with unit/division/group leadership and applicable HR COEs, assists in design and implementation of action plans in response to team member engagement surveys
Serve as a coach and adviser to client group leaders and managers, related to their individual and team development business decision-making and general leadership practices; drive manager accountability.
Coach and counsel client leaders on managing performance issues and disciplinary matters, collaborating with and resourcing to Employee Relations Business Partner, Sr and/or the Director of Employee Relations as appropriate.
Consult with employees and managers to address root causes of human resources issues, attempting to resolve employee relations issues with a systematic approach.
Develop practical solutions/interventions for supported client group leaders in collaboration with HR leadership and applicable internal resources.
Review employment issues and/or partner with employee relations business partners and legal team as necessary to achieve appropriate solutions for complex human resources issues.
Apply knowledge of HR laws, rules, regulations, case law, principles and practices to employee conduct, performance and dispute resolution.
Advise business units through understanding of the key metrics of the business, as well as the people and culture. Provide HR policy guidance and interpretation.
In consultation with HR Leadership, guide business leaders in emergency situations to mitigate risk.
Ensure responsibility and visible commitment of diversity equity and inclusion programs/initiatives through collaboration and implementation of initiatives across the health system.
Patient Population
Not applicable to this position.
Employment Qualifications
Required Education:
Bachelor’s degree in Human Resources, Business, Psychology, or closely related field
Preferred Education:
Master’s Degree in Human Resources, Business, or closely related field from accredited program.
*Combination of education and experience in lieu of a degree.
Licensure/Certification Required: N/A
Licensure/Certification Preferred: PHR, SHRM-CP
Minimum Qualifications
Years and Type of Required Experience
5 years of HR experience with at least 3 years in an HR generalist type role.
Other Knowledge, Skills and Abilities Required:
Detail-oriented, well organized with strong time management and project management skills.
Critical thinking, excellent collaboration and client management skills.
Build relationships of trust by having proactive point of view.
Ability to successfully navigate and operate in a collaborative, highly matrixed environment.
Strong business acumen and understanding of key industry and business trends and strategies.
Use of analytics to inform decision making.
Act as change agent and influence organizational culture.
Proficient in Microsoft Office Suite
Cultural Responsiveness
Demonstrate a commitment to diversity, equity, and inclusion through continuous development, modeling inclusive behaviors, and proactively managing bias
Other Knowledge, Skills and Abilities Preferred:
Manage processes related to compliance by following regulatory guidelines.
Healthcare experience a plus.
Working Conditions
Periods of high stress and fluctuating workloads may occur.
General office environment.
May have periods of constant interruptions.
Prolonged periods of working alone.
Physical Requirements
Lifting/ Carrying (0-50 lbs.)
Work Position: Sitting, Walking, Standing
Additional Physical Requirements/ Hazards
Repetitive arm/hand movements, Finger Dexterity
Mental/Sensory: Strong Recall, Reasoning, Problem Solving, Hearing, Speak Clearly, Write Legibly, Reading, Logical Thinking, Other
Emotional: Fast pace environment, Able to Handle Multiple Priorities, Able to Adapt to Frequent Change
EEO Employer/Disabled/Protected Veteran/41 CFR 60-1.4.
