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job description
As a part of the Tenet and Catholic Health Initiatives family, Conifer Health brings 30 years of healthcare industry expertise to clients in more than 135 local regions nationwide. We help our clients strengthen their financial and clinical performance, serve their communities and succeed at the business of healthcare. Conifer Health helps organizations transition from volume to value-based care, enhance the consumer and patient healthcare experience and improve quality, cost and access to healthcare. Are you ready to be part of our solutions? Welcome to the company that gives you the resources and incentives to redefine healthcare services, with a competitive benefits package and leadership to take your career to the next step JOB SUMMARY The Director, Human Resources Business Partner is a consultant to senior business leaders with national scope of one or more service lines within a business unit, or multiple senior leaders of corporate functions. The role incumbent will develop and drive strategy across their assigned business line or department to improve organizational performance and use knowledge of business and HR Metrics to influence business decisions and advises leaders on strategic HR issues as a factor in decision-making. The Director, Human Resources Business Partner evaluates and measures current processes, champions implementation of strategic initiatives, and utilizes HR expertise to coach managers and employees throughout organization. Additionally, this position is the liaison between business leaders and other internal HR functions to ensure up-to-date and consistent application of policies and practices throughout Conifer. ESSENTIAL DUTIES AND RESPONSIBILITIES Include the following. Others may be assigned. Interface daily with HR and operational leaders to provide proactive human resources advice and support; act as liaison between business leaders, and HR centers of expertise collaborating on compensation, training and development, recruiting, employee engagement, and legal matters as required. Partner with HR leadership to develop and implement effective strategies that enable the organization to thrive through periods of change, e.g. acquisition, internal growth, restructuring, as well as recommend new approaches, processes and tools that enables a highly efficient, service oriented HR department. Proactively train and educate leaders on manager effectiveness and provide ideas/recommendations to foster improvement in employee productivity, performance and morale. Respond to managers and employees in an unbiased manner, providing quick resolution on employee matters including conducting investigations, diagnosing problems, and determining appropriate action. Additionally, provide coaching to employees and managers as needed to ensure minimal disruption in the work environment. Communicate and advise managers on Conifer’s Pay for Performance Management Cycle including setting clear goals, conducting evaluations, appropriately rating performance, and ensuring merit and bonus are in line with rating and internal equity. Provide advice on performance improvement discussions and corrective action documentation as needed. Coordinate recruiting needs with hiring manager to ensure the position/replacement aligns with the business strategy; advise on salary requirements; and interview all director and above candidates to ensure new leaders align with the values and are a good fit for the organization. Work closely with leaders to identify and develop internal talent, provide guidance on developmental action plans and help identify opportunities for high potentials to stretch and learn in areas across the organization. Identify trends and determine training needs. Develop and facilitate management training as needed and work with the training and development for operational training needs. Provide guidance on federal and state laws and regulations as well as internal policies and practices. Work closely with internal legal counsel on any law suit, or complaints made through a government agency such as the EEOC or DOL. Provide guidance on annual procedures such as Employee Engagement Survey or other special projects as determined by the business or HR SMEs. FINANCIAL RESPONSIBILITY (Specify Revenue/Budget/Expense): Not directly responsible for budget but expected to be cost conscience SUPERVISORY RESPONSIBILITIES This position carries out supervisory responsibilities in accordance with guidelines, policies and procedures and applicable laws. Supervisory responsibilities include interviewing, hiring, and training employees; planning, assigning and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. No. Direct Reports (incl. titles) HRBPs and/or HR Generalists No. Indirect Reports (incl. titles) N/A Qualifications: KNOWLEDGE, SKILLS, ABILITIES To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Broad knowledge of employment law, compensation, organizational planning, organizational development, and training and development. Strong ability to establish effective relationships with all levels of an organization Strong business acumen and influencing ability Action oriented and results driven, with strong focus on customer service. Proficient in MS Excel, Word and PowerPoint Strong written and verbal communication skills Strong ability to work independently and on a team to achieve strategic objectives Proficient knowledge of employee relations Strong ability to handle multiple projects simultaneously Must be flexible and thrive in a changing environment Ability to exercise discretion and independent judgment in the performance of responsibilities Conifer requires its candidates, as applicable and as permitted by law, to obtain and provide confirmation of all required vaccinations and screenings prior to the start of employment. This may include, but is not limited to, the COVID-19 vaccination, influenza vaccination, and/or any future required vaccines and screenings. EDUCATION / EXPERIENCE Include minimum education, technical training, and/or experience required to perform the job. Bachelor’s degree in Human Resources, Business or equivalent experience; Master’s degree a plus 10 years Human Resources experience working as an HR business partner with senior leaders on a broad scale PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Must be able to work in sitting position, use computer and answer telephone Ability to travel WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Office Work Environment OTHER Approximately 30% travel may be required Job: Managers and Directors Primary Location: Frisco, Texas Job Type: Full-time Shift Type: Days Employment practices will not be influenced or affected by an applicant’s or employee’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Tenet will make reasonable accommodations for qualified individuals with disabilities unless doing so would result in an undue hardship.