System Director, HR Business Partners
Colleague Resources
Springfield, IL
Position Summary
Full-Time
Day Shift
System Director, HR Business Partners
Leads the HR Business Partner function for Memorial Health system as a strategic, forward-thinking thought partner to drive the retention, attraction and development of talent. Sets the vision for world-class HR business leader support and acts as a change champion for HR and business adoption of talent best practices. Oversees ongoing, business-centered advising services to achieve strategic goals and foster employee engagement. Actively contributes as a member of the HR Operations Management Team (OMT), liaising with the CHRO, HR and system leadership to understand and communicate key business needs and challenges, effectively tailoring data-informed solutions to make an impact. Leads and/or participates in key cross-functional initiatives to enhance effectiveness of HR programs and services. Embodies the Memorial Health values of Safety, Integrity, Quality and Stewardship that support our mission and vision.
Highlights & Benefits
- Paid Time Off (PTO)
- Memorial Childcare
- Mental Health Services
- Growth Opportunities
- Continuing Education
- Local and National Discounts
- Pet Insurance
- Medical, Dental, Vision
- Flexible Spending Account
- 401(k)
- Life Insurance and Voluntary Benefits
- Employee Assistance Program and Colleague Wellness
- Adoption Assistance
Required Skills
- Leads, directs and guides HR Business Partner team in support of advancing HR and Memorial Health system plans and strategies; provides mentorship and ongoing performance feedback to foster a collaborative, high-performing work environment.
- Coaches and develops colleagues to their fullest potential, providing educational and developmental opportunities as needed. Equips colleagues to fully utilize the time, talent, technology, and resources available to them to ensure maximum effectiveness and efficiency. Annually evaluates the performance of colleagues. Develop and implement succession plans for team.
- Defines roles, responsibilities and services of HR Business Partners and strategically aligns the assignment of Partners to appropriate areas based on ever-evolving business needs and goals.
- Plays a crucial role in driving HR transformation across the Memorial Health system, collaborating with all levels of leadership as a strategic thought partner; champions change for HR initiatives and service delivery which drive sustainable business outcomes.
- Partners with key HR COEs to inform the design and ultimately facilitate the local execution of key talent management processes, including but not limited to talent reviews, succession planning, engagement action planning, and annual performance management; provides education and direction to HR Business Partner team to effectively deploy these processes.
- Partners with HR Technology and Shared Services (Ask HR) to provide input and consulting on the evolution of colleague and leader-facing processes and resources (i.e. materials, knowledge-library articles); represents the HR partner organization in sharing the voice of customers to design world-class, white glove customer service delivery practices within HR.
- Proactively communicates information and key updates to HR Business Partner team, equipping Partners with information, resources and guidance to effectively support and activate local leadership on key HR and/or system-wide initiatives.
- Supports select business areas as the assigned HR Business Partner, modeling capabilities in strategic advising, consulting and change management; forms a deep understanding of assigned area goals, challenges and opportunities to identify and deploy appropriate solutions.
- Supports the overall mission and strategic direction of Memorial Health System.
- Maintains professional growth and development through continuing education, seminars, workshops and professional affiliations.
- Performs other related work as required or requested.
The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job. Incumbents may be requested to perform tasks other than those specifically presented in this description.
Required Experience
Education:
- Bachelor’s degree in human resources, business administration, healthcare administration or related field is required.
- Master’s degree in business administration or related field is preferred.
Licensure/Certification/Registry:
- Professional human resources certification(s), i.e., PHR, SPHR, SHRM-SCP is preferred.
Experience:
- Seven or more years of human resources or related work experience required; experience working within a health care setting preferred.
- Minimum of five or more years’ progressive experience as an HR Business Partner or similar role, with demonstrated experience collaborating with key stakeholders to address complex and ever-evolving workforce opportunities and challenges.
- Proven experience in driving leadership adoption of transformative HR initiatives and building high performing HR teams.
- In-depth knowledge of state and federal employment laws, regulations and best practices.
Other Knowledge/Skills/Abilities:
- Change Leadership: Ability to energize stakeholders and sustain their commitment to changes in approaches, processes, and strategies.
- Communication: Ability to use written and spoken communication in formal and informal situations to convey meaning, build shared understanding, and productively move agendas forward.
- High Impact Relationships: A high-performance culture is built on the foundation of solid relationships with each other. Trusting and being trustworthy, actively listening and fostering mutually respectful working relationships are key drivers of positive colleague, patient and physician experience.
- Impact and Influence: Ability to persuade, convince, influence or impress others to get them to go along with or to support one’s opinion or position; able to understand others interests and motivations, to have a specific impact, effect, or impression on them and/or convince them to take a specific course of action.
- Initiative: Ability to identify a problem, obstacle or opportunity and then act in light of identification to address current or future problems or opportunities. Initiative emphasizes proactively doing things and not simply thinking about future actions.
- Interpersonal Understanding: Ability to accurately hear and understand the unspoken or partly expressed thoughts, feeling, and concerns of others, especially those who may represent diverse background and very different worldviews.
Springfield, IL
