Under minimal supervision, the Human Resources (HR) Business Partner is responsible for aligning HR strategy to business priorities and delivering value-added service to leaders and employees. This position provides tactical and strategic consulting on staff engagement, training and development, leader competencies, employee relations, performance management, and workforce planning. Performs HR-related duties at the professional level while supporting more than one functional group. The HR Business Partner also leads in-depth investigations of varying complexities such as misconduct, discrimination, harassment, retaliation, or other potential violations of policies or law. May carry out additional responsibilities to include employee development initiatives and training.
1.Partners with leadership to align HR strategy to business strategy. 2.Provides HR consulting and coaching to business leaders to solve significant people and cultural issues. 3.Offers day-to-day coaching to leadership on a variety of actions to include employee relations issues, policy interpretation and application; talent management and development. 4.Manages and resolves complex employee relations issues. Conducts objective employee relations investigations, analyzes information, develops fact-based conclusions, consults on final determinations, and accurately summarizes in written reports.5.Partners with leaders and HR colleagues on key talent initiatives, such as business unit restructures, workforce planning, employee development and succession planning. 6.Meets with employees/management on an individual or group basis to hear concerns and to promote understanding of policies and procedures, and total compensation programs. 7.Analyzes trends and metrics in partnership with HR peers to develop solutions and programs. 8.Partners with other functional teams, such as Organizational Development, Talent Acquisition, Compensation, HRIS, Benefits, LOA, Payroll and Finance as needed to provide solutions for clients.9.Provides performance management guidance to leaders and advises on Corrective Action/Accountability Based Performance process.10.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.11.Works closely with leaders and employees to improve team engagement, build morale, and increase productivity and retention.12.Advises and trains leaders in best employee relations practices and strategies for managing supervisor problems and employee concerns. Evaluates issues, patterns, and trends to provide proactive insights for HR solution and program designs i.e. training to address certain needs. Develops and facilitates various training programs as needed on various topics such as performance management, sexual harassment, discrimination, and problem resolution. 13.Acts as lead and mentor to other Employee Relations Center Staff to provide support, insight and direction.14.Oversees New Employee Orientation (NEO) program.15.Other duties as assigned.
Knowledge, Skills & Abilities
Strong organizational and interpersonal skills, which are necessary to support all levels of the employee relations program and interact successfully at all levels. Intermediate level of public speaking and facilitator skills in order to speak effectively and persuasively on matters of interest to employees, and serves as facilitator on employee focus groups. Strong written communications skills in order to effectively appeal to all levels of staff in regard to Human Resources Departmental, Legal and Organizational change and direction as well as to respond to levels of the State and Federal Government (CCRD, EEOC, DOL, DORA, etc.). Strong listening skills to conduct investigations of employees for disciplinary matters, write reports regarding investigations and make coaching, discipline and termination recommendations. Intermediate Leadership skills to act as a Lead to Employee Relations staff as assigned.
All job applicants for safety-sensitive positions must pass a pre-employment drug test, once a conditional offer of employment has been made.
Denver Health is an integrated, high-quality academic health care system considered a model for the nation that includes a Level I Trauma Center, a 555-bed acute care medical center, Denver’s 911 emergency medical response system, 10 family health centers, 18 school-based health centers, Rocky Mountain Poison and Safety, a Public Health department, an HMO and The Denver Health Foundation.
As Colorado’s primary, and essential, safety-net institution, Denver Health is a mission-driven organization that has provided billions in uncompensated care for the uninsured. Denver Health is viewed as an Anchor Institution for the community, focusing on hiring and purchasing locally as applicable, serving as a pillar for community needs, and caring for more than 185,000 individuals and 67,000 children a year.
Located near downtown Denver, Denver Health is just minutes away from many of the cultural and recreational activities Denver has to offer.
We strongly support diversity in the workforce and Denver Health is an equal opportunity employer (EOE).
Denver Health is committed to provide equal treatment and equal employment opportunities to all applicants and employees. As an EOE, Denver Health does not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.