The Senior HR Business Partner (SHRBP) leads and supports the alignment of business initiatives with employees and management for their assigned line of business (LOB). The SHRBP will serve as a strategic partner to leadership in the line of business they serve and will develop, assess and anticipate HR related needs and deliver value added service that addresses the initiatives of the organization. Additionally, the role will leverage and formulate partnerships across the Centers of Excellence (COE) to ensure HR deliverables are addressed in a timely and thorough matter.
The SHRBP operates with a high level of autonomy, possesses significant subject matter expertise as well as experience working with senior level management within the organization. The SHRBP mentors and develops business leaders and HR team members.
Proactively lead and demonstrate understanding of the business initiatives affecting the line of business ( LOB), to include any operational, financial and performance improvement initiatives impacting their groups
Manages to ensure people, processes, programs and systems are aligned to the business unit's strategy and objectives
Proactively evaluates and provides feedback and direction on trends and metrics that have an impact on operations and provides consultation regarding measures to address and develop solutions
Consults with leadership at all levels to provide applicable HR guidance, critical evaluation and recommended solutions based on operational drivers or outcomes to include developing and leading implementation plans and analysis of business information to process various ongoing HR actions
Develops leadership presence, establishes credibility and trustworthiness at the business unit level and influences change management effectively
Leads discussions that focus on learning and organizational development needs to ensure talent management, through meaningful evaluations, clear and proactive career development and succession planning
Manages and resolves employee relations issues, through effective, thorough and objective investigations and recognizes when to escalate problems to a higher level when warranted.
Act as a strategic partner in collaboration with leaders to proactively engage and identify people gaps and opportunities. propose changes and facilitate the change processes necessary to mitigate risk
Develops and interprets HR specific policies, practices and guidelines across organization and recommends policy changes to support business needs. Reinforces difficult decisions that align with organizational strategies and values.
Facilitates, interprets and supports departmental action planning because of employee engagements surveys and coach LOB leadership performance and/or behavior by providing specific advice
Manages complex and difficult HR Projects cross-functionally
Develop partnerships across the HR functions to collaborate with other members of the HR team (COE, LOB) to share best practices. identify areas of common improvement and participate in team initiatives and projects
Acts as a lead to provide education, training and development support for HR colleagues, managers and employees
Provides strategic consultation to line of business regarding compensation matters in order to ensure fair market value. equity consistency in pay practices, adherence with local federal wage and hour regulations as well as the Health System compensation philosophy.
Performs other duties as assigned.
Bachelor's degree in Human Resources, Business Administration or related field.
License/Certification: Preferred - PHR SPHR
Experience: Minimum 7 years leading a business unit or operating in a HR generalist business partner related capacity.
Up to 50% traveling office buildings on or off campus to include other cities.
In addition to professional development opportunities, Cedars-Sinai offers competitive compensation and benefits package: Medical, Dental, 403(b) with match in addition to Cedars-Sinai’s paid Retirement Program, Tuition Assistance, Credit Union, Wellbeing Program Rideshare, Employee Discounts, Healthcare and Dependent Care Reimbursement Accounts, Group Life/AD&D and Long Term Disability Insurance, start at 16 vacation days/year.
Providing healthcare for more than 100 years, Cedars-Sinai has evolved into one of the most dynamic and highly renowned medical centers in the world. Along with caring for patients, Cedars-Sinai is a hub for biomedical research and a training center for future physicians and other healthcare professionals. This attracts exceptional talent to Cedars-Sinai, including world-renowned physician-scientists who seek a place where they can both conduct research and see patients--the ideal formula for discovery and its translation into cures. Our patients benefit from access to doctors at the top of their fields, and our researchers have an ideal community in which to study the impact of healthcare challenges, and reflect that knowledge in their research. The greater Los Angeles area in which Cedars-Sinai resides possesses unparalleled cultural and ethnic diversity which offers outstanding opportunities for translational and clinical research... and a dynamic environment for medical education.Although community based, Cedars-Sinai is a major teaching hospital affiliated with the David Geffen School of Medicine at the University of California, Los Angeles (UCLA). Cedars-Sinai has highly competitive graduate medical education programs in more than 50 specialty and subspecialty areas, a graduate program in biomedical sciences and translational medicine, a clinical scholars program directed towards junior physicians with aspirations to become clinical scientists, and post graduate training opportunities.There are more than 250 full-time faculty members at Cedars-Sinai. The voluntary medical staff, comprised of more than 2,200 specialty board-certified or board-qualified physicians, represent all of the specialties and subspecialties and collaborate with full-time medical staff in the teaching responsibilities of the graduate medical education programs.