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HUMAN RESOURCES BUSINESS PARTNER

Bozeman Health
Bozeman

Job Description

The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

REQUIREMENTS

EDUCATION

Required:

Bachelor's degree in business administration, communication, marketing, public relations, Human Resources, or similar

Preferred:

N/A

LICENSURE and CERTIFICATION

Required:

N/A

Preferred:

SHRM-CP or SHRM-SCP

EXPERIENCE

Required:

3 to 5 years experience resolving complex employee relation issues
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management and federal and state respective employment laws.

Preferred:

N/A

KNOWLEDGE OF, SKILLS IN, ABILITY TO, COMPLEXITY AND DIFFICULY:

KNOWLEDGE OF:

Personnel and Human Resources Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems
Clerical Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, designing forms, and other office procedures and terminology.
Customer and Personal Service Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction

SKILLS IN:

Active Listening Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Speaking Talking to others to convey information effectively
Critical Thinking Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Writing Communicating effectively in writing as appropriate for the needs of the audience
Social Perceptiveness Being aware of others' reactions and understanding why they react as they do
Active Learning Understanding the implications of new information for both current and future problem-solving and decision-making.
Monitoring Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action
Resolving Conflicts and Negotiating with Others Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.

ABILITY TO:

Oral Comprehension The ability to listen to and understand information and ideas presented through spoken words and sentences.
Oral Expression The ability to communicate information and ideas in speaking so others will understand.
Deductive Reasoning The ability to apply general rules to specific problems to produce answers that make sense.
Problem Sensitivity The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem
Establish and Maintaining Interpersonal Relationships Developing constructive and cooperative working relationships with others, and maintaining them over time.
Evaluating Information to Determine Compliance with Standards Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.

COMPLEXITY AND DIFFICULTY:

Works mostly independent with some direction from HR System Director.

ESSENTIAL FUNCTIONS

15% Time Spent -
Consults with line management, providing HR guidance when appropriate.

10% Time Spent -
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.

10% Time Spent -
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.

5% Time Spent -
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Partners with the legal department as needed/required.

15% Time Spent -
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).

10% Time Spent -
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

10% Time Spent -
Provides HR policy guidance and interpretation.

10% Time Spent -
Determines new hire and transfer wages by calculating applicable experience and revieiwng internal equity.

15% Time Spent -
Conduct audits and generates reports as needed

Employment Type

Full Time

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