Works directly with leaders and colleagues of assigned business units to provide consultation on all colleague relations issues. Serves as an advanced-level strategic business partner providing expertise and guidance on all aspects of Human Resources at the level of an internal consultant and as a liaison between the affiliate(s) and Human Resources CoE. 

Initiates investigations and provides guidance regarding issues such as: working conditions, disciplinary actions, harassment, and colleague complaints in collaboration with leadership/colleague as needed. Provides guidance and recommendations for problem resolution, analysis of data obtained, and timely report preparation. Participates in the development, analysis, modification, and implementation of HR policies and procedures. Serves as a key stakeholder in developing and reassessing HR goals, objectives, and systems.  

Embodies the Memorial Health values of Safety, Integrity, Quality, and Stewardship that support our mission and vision. 

Education:

• Bachelor’s degree in business administration, human resources or related field required.  

Licensure/Certification/Registry:

• Professional human resources certification(s), i.e., PHR, SPHR, SHRM-CP, SHRM-SCP is preferred. 

Experience: 

• Minimum of 3 years of related HR generalist experience is required.  Previous employee relations experience is highly desirable. 

Other Knowledge/Skills/Abilities: 

• Communication: Ability to use written and spoken communication in formal and informal situations to convey meaning, build shared understanding, and productively move agendas forward.  
• Collaboration: Ability to work cooperatively and inclusively with other individuals and/or teams not formally lead; working together as opposed to working separately or competitively.  
• Human Resource Management: Ability to implement staff development and other management practices that represent contemporary best practices, comply with legal and regulatory requirements, and optimize the performance of the workforce, including performance assessments, alternative compensation and benefits methods, and the alignment of human resource practices and processes to meet the strategic goals of the organization.  
• Impact and Influence: Ability to persuade, convince, influence or impress others in order to get them to go along with or to support one’s opinion or position; able to understand others interests and motivations, in order 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 take action in light of identification to address current or future problems or opportunities.  
  • Relationship and Network Development: Ability to establish, build and sustain professional contacts for the purpose of building networks of people with similar goals that support similar interests.  
  • Strategic Orientation: Ability to consider the business, demographic, ethno-cultural, and regulatory implications of decisions and develop strategies that continually improve the long-term success and viability of the organization. Ability to use critical thinking skills in dealing with ambiguous situations, and collaborate with subject matter experts to develop appropriate solutions. 

1. Acts as the voice of HR to consult, advise, and facilitate strategies relating to HR for assigned units.  Ensures the consistent implementation of Memorial HR policies, processes, and programs by providing direction, motivation and guidance to assigned leaders. 
2. Works in collaboration with Human Resources and assigned unit(s) leadership to identify, develop and implement tactics designed to retain colleagues and enhance the work environment fostering an engaged, motivated, and productive work force.  
3. Establishes and maintains collaborative, credible, trusting partnerships with assigned leaders. Upholds a positive colleague relations environment by responding to all colleague issues and guiding them to successful resolution. Informs and educates leaders on tools, workforce metrics, standards, processes and procedures to assist them with managing in a proactive fashion.  
4. Directs the investigation and disciplinary processes for assigned units. Investigates and resolves highly sensitive or escalated colleague relations issues. Conducts thorough and prompt investigations, interpreting and explaining company policies, coaching colleagues and leaders as necessary, and ensuring that corrective action is administered fairly and consistently. Represents Memorial at employment-related claims hearings with external agencies as necessary. 
5. Participate in special projects related to colleague relations, performance management, and supports business/change management initiatives.  
6. Ensures compliance with all federal and state laws, organizational policies and all accrediting and regulatory standards. Educates and counsels leadership and colleagues regarding compliance obligations. Facilitates understanding, interpretation and application of HR policies and practices throughout the organization. 
7. 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.