HR Business Partner

About The Position:   

Oak Hill is seeking a Human Resources Business Partner to develop and implement people strategies and align, build and execute the human resources strategies to address the current and future direction of the service line/organization. The incumbent will develop and execute both long- and short-term plans, providing input beyond the HR strategy while challenging leadership about how they think about root cause of results, and partner to identify behaviors that require reinforcement. This role will identify HR levers that will maximize the impact of organization capability on service line/business outcomes. This role partners with both HR peers and Centers of Excellence (COE’s) to create and execute engagement and employee/labor relations strategies and provide integrated solutions to the service line/business. 

Minimum Requirements:   

• BA or BS in Human Resources or related field – required. 
• Minimum of 5 -10 years HR of combined experience as a Human Resources Generalist, Employee Relations Specialist, Human Resources Business Partner role, preferably in a healthcare or educational 
• Strong business acumen and process orientation.  

Benefits   

• Generous Paid Vacation, Sick, and Personal Time, Plus Paid Holidays    
• Affordable Medical, Dental, and Vision Benefits (Oak Hill funds up to 50% of medical deductible in an HSA)    
• 403(b) Retirement Plan (Oak Hill contributes 9.5% at no cost to you)    
• Free and Low-Cost Life Insurance Options and Free Long-term Disability Insurance    
• Excellent Professional Development Opportunities; Tuition Reimbursement; Career Pathways    
• Staff Recognition and Appreciation    
• Paid Training, Education, and Certification as necessary   

Duties and Responsibilities:   

• Develops strong relationships with the business through solid business acumen. 
• Engages designated leaders to understand the talent needs of the business and defines people strategies through frequent and consistent consultative meetings. 
• Focuses on a thorough understanding of the service line/business being served; tailors HR programs to advance service line/business priorities. Creates and implements specific retention and engagement strategies/programs and development plans for assigned service line/business, upper-level and mid-career high-potential employees. Provides HR program and process support and training for assigned client groups. Manages job elimination and termination processes. 
• Advises leaders on learning and talent development. This may include program implementation such as ensuring the completion of employee development plans, updating the succession plans, and implementing other programs and tools. Includes coaching leaders, participating in employee career counseling and feedback sessions, and equipping managers with standard tools for coaching, feedback & performance planning.  
• Partners with assigned leadership team to analyze and prioritize the critical business challenges faced by the organization and deploy appropriate HR interventions in collaboration with appropriate COEs.  
• Proactively obtains, interprets, and presents metrics and analysis to service line/business leaders to inform decisions (performance, attrition, hiring, vacancy, losses, employee engagement/sensing, and other data).  
• Advises service line/business leaders on change management, performance issues, responding to employee or community concerns, compliance, investigations, etc.  
• Coaches designated leaders through change management, progressive discipline process, performance management issues, etc.  
• Manages and leads in-depth investigations which requires the ability to analyze sophisticated information, develop valid fact-based conclusions using a variety of resources and techniques, and present findings to all levels of management and leadership.  
• Administers employee relations, ethics, or compliance investigations (initial interviews & fact gathering); maintain tracking for issues/concerns and handle inquiries from employees or managers.  
• Oversees the delivery of local onboarding and orientation programs.  
• Leads intra-departmental or organization-wide projects to develop employee best practices and propose new/modified policies and practices in workforce planning, change management, employee relations/engagement, performance management, employee/leadership development, employee recognition, and salary administration.