HR Business Partner

Northwest Permanente, P.C. is a self-governed (physician led), multi-specialty group of over 1500 physicians, surgeons, and clinicians, caring for over 600,000 members in Oregon and Southwest Washington. Kaiser Permanente is one of the nation’s pre-eminent health care systems, a benchmark for comprehensive, integrated and high quality care. Northwest Permanente currently an opening for HR Business Partners. The HR Business Partner (HRBP) position is responsible for aligning business strategy and objectives with employees and management in designated business units. The HRBP serves as a key consultant and partner to management on human resources-related issues. The HRBP formulates partnerships across the HR function to deliver strategic, value-added service to management and employees that reflect the business objectives of the organization. The HRBP maintains competent/proficient level of business literacy about the business unit’s financial operating position, its organizational plans, its culture and its competition. The HRBP seeks to develop integrated solutions and acts as an employee champion and change agent. BUSINESS ACUMEN: Knowledgeable in current and possible future policies, practices, trends, technology, and information affecting business and organization COMMUNICATION: Ability to effectively communicate organizational priorities, assimilate feedback and provide clear feedback, direction and collaborate across business lines INNOVATION MANAGEMENT: Develop the organizations’ capacity for change and then translate that capacity into effective change processes and structure to ensure a seamless integration of change processes that builds sustainable competitive advantage STRATEGIC AGILITY: Can articulately speak to credible visions of future successes, create competitive strategies and plans that support the organizational operational and business priorities RELATIONSHIP MANAGEMENT: Develop and create healthy, collaborative relationships between organization, partners, leadership that help support and drive the overall vision, values and strategic goals of the organization INTERPERSONAL SAVY: Builds appropriate rapport and constructive relations. Uses diplomacy and tact and can defuse high-tension situations comfortably. Major Responsibilities/Essential Functions: Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. 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. Provides day-to-day performance management guidance to management (coaching, counseling, career development, disciplinary actions). Provides HR policy guidance and interpretation. Works closely with management and employees to improve relationships, build morale, and increase productivity and retention. Analyzes workforce trends, metrics and analytics in partnership with the HR group. As a steward of talent, provides insights on functional depth of talent, succession planning and talent/resource forecasting. Identifies training and development needs for identified lines of business and individual executive leadership coaching needs. Participates in evaluation and monitoring of success of training programs and key initiatives. Follows-up to ensure training objectives are met and appropriate support in place for business leaders. Minimum Education: Bachelor’s degree in Human Resources, Labor Relations or closely related field. Minimum Work Experience: Minimum of eight (8) to ten (10) years’ experience as a Human Resources Generalist or Business Partner with a focus in employee relations, with two (2) years in a multidiscipline Human Resources environment, including recruitment, training, compensation, benefits, and performance management. Working knowledge of multiple human resource disciplines, including compensation practices, organizational strategy, employee and union/labor relations, diversity and inclusion, performance management, effective engagement of the workforce and federal and state respective employment laws. Additional Requirements: Comprehensive knowledge of state and federal employment, labor, regulatory and other pertinent laws and human resources practices, also knowledge of systems theory and human resource systems design. Demonstrates high level customer-focused service skills for internal as well as external customers. Group facilitation skills. Demonstrated ability to work collaboratively with individuals and groups including physicians, managers, and other internal and external customers. Demonstrated analytic and problem-solving skill, and strong interpersonal skills. Ability to design and deliver training consistent with human resource accountabilities. Ability to write clear and succinct HR documentation that efficiently and effectively communicates with a variety of key partnerships (Legal, Compliance, Credentialing, Investigatory Agencies, EEOC). Requires a high degree of confidentiality and professionalism. Required Licensure, Certification, Registration: SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) or HRCI Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) credential or in process to obtain certification within one year of employment. Preferred Education:Master’s Degree in Human Resources or closely related field. Preferred Work Experience:Experience within a health care industry.