T-System is a growing and dynamic company with an evolving Human Resources organization. Each Human Resources Business Partner supports and proactively provides solutions to Human Resources and operations leadership (Managers/Directors/VPs). They will provide generalist expertise in the areas of recruitment, talent development, performance management, employee relations, employee engagement, change management, and other related management challenges. Additionally, each HRBP champions, advises and drives practices and processes for one of the specialty areas in HR (compensation and benefits, recruiting, learning and development). Therefore, the successful candidate must possess knowledge, experience and a passion for compensation and benefits as they will plan, coordinate and drive benefit and compensation activities for organization. This HRBP will partner with outside brokers and the leadership team to ensure that all compensation and benefit programs align with the organization’s strategic goals and support a high-performance culture by rewarding and attracting top talent.
Primary / Essential Functions
The Primary/ essential job duties may not be exhaustive.
Understand operational drivers of the assigned business and proactively consult with leadership to determine root cause of issues and solutions related to the workforce. Act as trusted advisor to service line leaders and assist them with achieving strategic, financial and team objectives.
Partner with leaders to drive all aspects of the talent development lifecycle; hiring and developing the best team; engaging individuals to do their best work every day and putting the right people in the right roles for their own, and organizational benefit.
Act as a coach and provide developmental feedback to leaders and individuals. Assess team member effectiveness and the impact on day to day operations, clients and culture.
Coach and consult with leadership on creating a client centered, team-oriented culture. Continuously assess morale, engagement and performance, recommending appropriate solutions and plans, participating in plan implementation and provide follow-up to measure if desired outcomes were attained.
Partner with owners of HR specialty areas (Recruiting, Comp and Benefits, Learning and Development) to drive improvements, communicate and/or implement new policies, processes, programs and best practices within the business and throughout the system. Apply knowledge of organizational and assigned business in making decisions related to human capital.
Act as a resource and sounding board for service line team members. Provide guidance and direction to service line to ensure consistent application of organization policies and practices across all team members.
Introduce, consult on and influence change processes continually evaluating for improvements to meet team and business needs.
Assist and coach leaders on employee related matters, difficult conversations and other performance management issues. May, proactively partner with inside or outside counsel on complaints and concerns that could result in legal ramifications; assess the severity, involving appropriate individuals and facilitate appropriate action based on policy and practice.
Partner with brokers and leadership team to design, plan, and implement corporate compensation and benefits programs, policies, and procedures.
Responsible for reviewing programs, suggesting modifications, and ensuring achievement of competitive market position and other goals identified by the organization.
Responsible for ensuring programs meet employee needs, comply with legal requirements, and are cost effective.
Play the lead role in employee’s benefits communications and annual enrollment process.
Participate in project work and perform other duties as assigned.
May present, train and/or facilitate HR and other organizational programs.
7+ years of progressive HR or organizational consulting experience
Compensation and Benefits design and delivery experience required
Bachelor’s degree in Human Resources, Business or related discipline
Master’s degree preferred
HR certification(s) preferred
Proven ability to partner collaboratively with others
Strong leadership skills and focus on customer service demonstrating the ability to recruit and retain an effective HR team
Experience working in a business partner HR model and organization, focusing on partnership and collaboration
Understanding of operational drivers (financial, quality, compliance, etc.) and proactively consult with leadership to determine root cause of issues and solutions related to the workforce or the customer
Complete understanding and application of HR principles, concepts, practices, and standards. Full knowledge of industry practices.
Knowledge of employment & labor law – federal and state statutes/regulations.
High tolerance for ambiguity, challenge and change, and ability to show composure in difficult circumstances
Must reflect the highest standards of professional and ethical conduct
The HRBP reports directly to the CHRO. Works closely with service line managers, directors, vice presidents and HR specialty areas. Likely provides work direction to recruiters and other supporting HR team members.
Primary contacts include: HR leaders and team members, assigned service line management, and outside compensation and benefits brokers.
About T-System, Inc.
T-System is a healthcare IT company that advances care delivery and financial outcomes for episodic care. Specializing in emergency department documentation since 1996, T-System has since expanded its focus to include the development of innovative solutions for the rapidly expanding episode-based care market, including hospital-based emergency departments (EDs), freestanding emergency centers and urgent care centers. Through clinically-driven services and documentation solutions as well as charge capture and coding solutions, T-System solves clinical, financial and operational challenges for our clients. About 40 percent of the nation’s hospital-based EDs, freestanding emergency centers and urgent care centers use T-System to improve the clinical encounter, including the documentation of the patient visit as well as the downstream outcomes related to that event.