Human Resources Business Partner Internal Only

Ellis Medicine•Schenectady, NY

1d•$28 - $41

About The Position

The HR Business Partner (HRBP) serves as a strategic advisor to business leaders, aligning HR strategies with organizational goals. This role manages employee relations processes for service client/group consistent with human resources mission, vision, and Ellis Medicine policies. Assures delivery of full range of HR services to leadership and employees. Delivers excellence in human resources servicing to the client group. Continually strives to upgrade the quality and efficiency of services delivered. This position supports both unionized and non-unionized environments, focusing on employee relations, labor relations, compliance, and workforce planning. The HRBP fosters positive relationships among all levels within the organization, both management and non-management, ensures adherence to policies and collective bargaining agreements (CBAs), and drives initiatives that enhance engagement, productivity, and retention.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
Two or more years of related experience required, five years preferred.
Working knowledge of Word, PowerPoint, and Excel.
Excellent Communication, problem-solving, and relationship-building skills
Will waive work requirements upon consideration of work experience and/or advanced degree (example: JD).

Nice To Haves

Working knowledge of labor contract administration and grievance process preferred.
SHRM-CP, SHRM-SCP, PHR, or SPHR credential or ability to obtain certification within one year of employment preferred.
Certification in Labor Relations is a plus.

Responsibilities

Strategic HR Support Partner with leadership to implement HR strategies aligned with business objectives.
Provides consultation to leadership on policy interpretation, employee performance management, workforce re-engineering and restructuring initiatives and employee and labor relations strategies.
Provide guidance on performance management, talent development, succession planning, and workforce restructuring.
Conducts colleague relations training (e.g., Just Culture), supports organizational change initiatives such as mergers and acquisitions, and co-develops protocols for fitness-for-duty and diversion monitoring.
Anticipate workforce trends, including contract expirations, strike risk & bargaining cycles.
Collaborates with HR and other business partners regarding HR policies and new initiatives, and delivery of those HR services to the client group.
Employee & Labor Relations Serve as the primary HR contact for assigned departments.
Ensures that the management staff is provided with the skills, resources and knowledge to effectively maintain a positive employer/employee relationship.
Address employee relations issues promptly and fairly, ensuring consistent application and compliance with policies, laws, and “just cause” principles.
Provides specialized consultation to management on complex, high-risk colleague relations issues, including investigations, performance counseling, disciplinary actions, and accommodation matters.
Responds to management staff and employees in a timely manner attempting to resolve problems as equitably as possible without entering a formal appeal process.
Helps develop and implement internal management education programs for managers and supervisors to be conducted on a periodic basis, addressing positive employee relations, communication skills and personnel related issues and effective us of Human Resources policies and procedures.
In unionized areas: Interpret and administer CBAs.
Manage grievance and arbitration processes in coordination with HR leadership and legal counsel.
Support collective bargaining by preparing proposals and advising leadership.
Compliance & Risk Management Ensure compliance with federal, state, and local labor laws (NLRA, FLSA, FMLA, OSHA).
Coordinates responses with Director and legal counsel on employment related complaints filed with state and federal agencies.
Understands and with leadership, assures joint commission compliance on human resource standards for client group Coordinate responses to employment-related complaints and audits.
Recommends policies/procedures actions designed to promote a positive labor/employee relation’s environment and to address problems in a fair and equitable manner
HR Operations & Data Maintain accurate HRIS data and reporting for assigned departments.
Monitors and measures the effectiveness of colleague relations programs through data analysis, develops remediation plans, and leads projects to improve workplace practices and compliance.
Performs exit interviews and other activities related to retention for assigned departments.
Other duties as assigned