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.

• In partnership with executive leadership, diagnoses, translates, and defines current and future business needs into an overall integrated strategic HR plan for the mission aligned with long-term strategic initiatives of the organization. Focuses on strategic issues that contribute to the growth and competitiveness of the mission aligned to the organization’s strategic priorities.
   
• 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.
• Collaborates with mission executives to evaluate and lead a comprehensive strategy to engage, motivate, and retain employees. Sets strategy for employee events, projects, and communication, utilizing employee experience to partner for support.
  • Examples may include: service awards programs and events, mailing projects, employee related functions, reward/recognition, local job fairs, open enrollment events and communication. Owns or partners with internal communication to coordinate employee communications.
• 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 strategic change agent, demonstrating the ability to influence, negotiate and gain buy-in at all levels within the organization. Drives employee engagement and change management activities. Coaches executive leadership through change management process. Leverages and tracks early dynamic condition indicators that may impact the success of achieving and sustaining change/success.
• 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.
• Utilizes workforce data analytics and business metrics to identify and analyze talent implications, trends, formulates insights, and makes recommendations on key business solutions and opportunities to influence and drive employee engagement, performance, retention, and influence leadership decision making.
• Meets financial objectives by developing, implementing and owning human resources budget; scheduling and monitoring expenditures; analyzing and addressing variances.

Education:

• Bachelor’s degree in HR, business, or related field or equivalent experience.

Experience:

• 6 years of HRBP experience, including 3 years of leadership experience or 3 years progressive leadership experience leading teams and programs.
• Prior management experience growing teams.

Job Related Knowledge, Skills and Abilities (Competencies):

Experience:

• Academic healthcare industry experience is helpful but is not required.

Registrations, Certifications and/or Licenses:

• Society for Human Resources Management Certified Professional (SHRM-CP), or Professional in Human Resources (PHR), or Certified Human Resources Business Partner (HRBP).

Oregon Health & Science University values a diverse and culturally competent workforce. We are proud of our commitment to being an equal opportunity, affirmative action organization that does not discriminate against applicants on the basis of any protected class status, including disability status and protected veteran status. Individuals with diverse backgrounds and those who promote diversity and a culture of inclusion are encouraged to apply. To request reasonable accommodation contact the Affirmative Action and Equal Opportunity Department at 503-494-5148 or aaeo@ohsu.edu.

As an organization devoted to the health and well-being of people in Oregon and beyond, OHSU requires its employees to be fully vaccinated against COVID-19.