Senior Human Resources Business Partner

• As a Senior Human Resources Business Partner, you'll serve as the strategic HR
• leader for your assigned business area, partnering directly with executive
• leaders to align people strategy with organizational goals. In this highly
• visible role, you'll lead a team of HR Business Partners, influence
• enterprise-wide workforce decisions, and drive initiatives that strengthen
• leadership effectiveness, organizational performance, team member engagement,
• and culture.

• We're seeking a seasoned HR leader with deep experience serving as a strategic
• business partner to senior executives and a proven ability to develop and lead
• HRBP teams. Leveraging your expertise in workforce planning, organizational
• effectiveness, change leadership, employee engagement, and talent strategy,
• you'll help shape the future of our workforce while delivering measurable
• business impact.

• If you thrive as a trusted advisor, enjoy solving complex organizational
• challenges, and are passionate about developing leaders and teams, this role
• offers the opportunity to make a lasting impact across the organization.

Location

• TriHealth Corporate Offices - Baldwin

[https://www.google.com/maps/place/TriHealth+Corporate+Offices+Baldwin/@39.1174269,-84.5012785,17z/data=!3m2!4b1!5s0x8841b3dcdf64d2a9:0x8de44e292c9655c!4m6!3m5!1s0x8841b3961505b91f:0xc85173580a1175b1!8m2!3d39.1174228!4d-84.4987036!16s/g/11g0gfx006?entry=ttu&g_ep=EgoyMDI2MDcwNy4wIKXMDSoASAFQAw==]

Schedule

• Full-time position, 80-hours bi-weekly
• Day shift

Incentives & Benefits

• We offer competitive shift differentials, opportunities for professional growth,
• and a comprehensive benefits package that may include medical, dental, vision,
• paid time off, retirement savings plans, and tuition reimbursement.

• https://careers.trihealth.com/what-we-offer/benefits
• [https://careers.trihealth.com/what-we-offer/benefits]

Job Requirements

• Bachelor's Degree in Human Resources, Business Management or related field

(Required)

• 10+ years experience in HR (Required)
• 4 - 5 years experience as a Senior Strategic HR business partner/manager.

(Required)

• Training/facilitation of management and leadership audiences
• Executive presence, influence and relationship management
• Dynamic learning environments
• Cross-functional collaboration – within HR and across business stakeholders
• Change management planning and implementation
• Prioritization of work aligned to HR and business objectives
• Execution with a focus on continuous improvement
• Data driven analysis/decisions
• Organizational development
• Employee relations with essential elements of employment law.

Job Overview

• Reporting to the Vice President of Human Resources Business Partners and Team
• Member Relations, the Director, Human Resources Business Partner serves as a
• critical strategic and operational partner with senior executives (e.g., VP,
• SVP, President, Chiefs, etc.) and their leadership teams in their assigned
• region. As an assigned business area 'Head of HR', the HRBP Director will be
• responsible for contributing to the achievement of business results by
• effectively partnering with leaders and team members in assessing business
• objectives and developing solutions which enhance the ability to attain
• organizational goals while sustaining high levels of employee engagement and
• productivity. As a trusted adviser, the Director understands the business, is
• skilled in monitoring the pulse of the organization, and utilizes available
• systems, human capital analyses, scorecards, and key measures to deliver a
• people strategy that meets the needs of the business. This role will achieve
• these results through the leadership and direction of a team of multi-level HR
• Business Partners and through strong collaboration with HR Centers of Expertise,
• the Team Member Relations team, and other HR partners to ensure integrated,
• aligned, and effective people solutions.

Job Responsibilities

• Serve as a strategic HR advisor and trusted member of the assigned business

• senior leadership team by influencing workforce strategy, challenging and
• advising leaders when appropriate, and aligning people priorities to
• operational and organizational goals. Lead the development and execution of
• integrated people plans in partnership with HR Centers of Expertise, and
• business leaders to address business needs while ensuring alignment with
• broader enterprise priorities and team member impact.

• Lead and reinforce consistent application of HR policies, procedures, and

• practices by advising leaders on sound decision-making, risk mitigation, and
• legal and regulatory compliance. Partner with Team Member Relations, Legal,
• and HR Centers of Expertise as appropriate to ensure leadership actions are
• aligned, well-documented, and supportive of consistent team member
• experience.

• Drive the design, alignment, and implementation of HR programs and

• initiatives that directly support business strategy, organizational
• priorities, and short and long term outcomes. Partner across HR and
• operational leadership to advance initiatives that strengthen engagement,
• support change adoption, and reinforce the desired culture and team member
• experience.

• Coach, advise, and influence leaders to strengthen leadership effectiveness,

• accountability, and consistency in people related decisions. Serve as a
• strategic thought partner and advocate for leadership perspectives while
• ensuring decisions are balanced with organizational priorities, policy
• expectations, and the overall team member experience.

• Leverage workforce analytics, business metrics, and insights related to

• retention, engagement, and organizational performance to identify trends,
• assess risk, and recommend systemic improvements. Lead organizational
• effectiveness strategies, including structure design, workforce planning,
• performance enablement, compensation support, job architecture, promotional
• considerations, and job evaluation partnership to improve individual, team,
• and business outcomes.

Working Conditions

• Bending -
• Climbing - Rarely
• Concentrating - Consistently
• Continuous Learning - Consistently
• Hearing: Conversation - Consistently
• Hearing: Other Sounds - Frequently
• Interpersonal Communication - Consistently
• Kneeling - Rarely
• Lifting <10 Lbs. - Frequently
• Lifting 50+ Lbs. - Rarely
• Lifting <50 Lbs. - Frequently
• Pulling - Rarely
• Pushing - Rarely
• Reaching - Rarely
• Reading - Consistently
• Sitting - Frequently
• Standing - Frequently
• Stooping - Rarely
• Talking - Consistently
• Thinking/Reasoning - Consistently
• Use of Hands - Consistently
• Color Vision - Frequently
• Visual Acuity: Far - Frequently
• Visual Acuity: Near - Consistently

Walking - Frequently

Leadership Performance Standards

• TriHealth leaders create a culture of engagement, safety & reliability and high
• performance by consistently modeling and utilizing the following TriHealth Way
• leadership competencies, tactics and ALWAYS Behaviors to drive strategic pillar

results

Achievement of Annual Pillar Goals:

1. Safety/Quality, 2) Service, 3) Growth, 4) Culture/People, 5) Finance

Leadership Competencies

• TriHealth Way of Leading
• TriHealth Way of Serving
• Transformation Change
• Drive for Results
• Build Organizational Talent

Leadership Tactics

• Conduct department huddles. Generally, clinical departments hold daily

huddles, non-clinical hold weekly huddles.

• Regularly Round on Team Members, using questions from the rounding log.
• 25 or fewer team members = monthly
• 26-50 team members = every other month
• 51+ (and optional team members) = quarterly
• Lead monthly team meetings using meeting agenda template; review stoplight

report; cascade key leadership messages.

• Model, coach and validate team members use of TriHealth Way behaviors (AIDET

+ Promise, Always Behaviors and Always HEARD).

• Recognize team members for safety wins, positive performance and

• demonstrating SERVE and ALWAYS behaviors, TriHealth Way of Leading, Serving
• and Delivering Care.

• Employee Relations Manager, HR Admin Director (Human Resources Administration
• Director), HR Director (Human Resources Director), HR Manager (Human Resources
• Manager), HR Ops Manager (Human Resources Operations Manager), HR VP (Human
• Resources Vice President)