What do employees of a world-class health system deserve?
World-class Human Resources.
An exceptional health system needs to engage top talent to achieve its mission of providing world-class healthcare. That requires a world-class Human Resources function, and that's what we're delivering. Join us and make a difference every single day in service of this extraordinary work - excellence and innovation in patient care, research, and community service. We're improving our technology, energizing our climate, facilitating change, and enabling talent. The healthcare industry has never been more rewarding, and Cedars-Sinai Human Resources is pursuing extraordinary service and support for a dedicated workforce inspired by providing the best patient care, engaged in their work, and deft in their ability to adapt to the ever-changing environment.
Are you ready to make a difference in the lives of your clients?
As a Senior HR Business Partner (SHRBP), you will lead and support the alignment of business initiatives with employees and management for your assigned client groups in the Nursing line of business (LOB). You will serve as a strategic partner to leadership and will develop, assess, and anticipate HR related needs. Additionally, you will build partnerships across the Centers of Excellence (COE) to ensure HR priorities are achieved.
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.
The SHRBP must be able to:
- 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.
- Act as a HR lead to support the HRBP model to support talent management within the LOB and COE
Assists and provides direction within the HRBP model to help build networks with higher level leaders in the organization
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 t...eaching 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.