Senior HR Business Partner

Saint Luke's is a faith-based, nonprofit health system in Kansas City. The Sr. HRBP serves as a key advisor to leaders, ensuring alignment of human resources practices with business goals and implementing strategies for attracting, retaining, and developing talent.

Responsibilities:

• Act as a strategic advisor to business leaders on all people matters
• Analyze and synthesize people metrics to guide people strategies
• Partners with leaders to influence positive improvements for turnover / retention / workforce stability
• Partner and advise leaders on effective employee engagement strategies and tactics
• Recommends strategic staffing solutions to improve labor productivity and efficiency including use of agency, incentives and premium pay
• Act as liaison with Talent Strategies Team as appropriate in data gathering, workforce plan development, and execution on talent strategies
• Understand the current workforce demographic, labor market, 5-year business plan, and any resourcing concerns
• Assesses the impact of strategic initiatives to ensure that appropriate change and transition plans are in place
• Partners in organizational changes including: New business or services, Acquisitions, Department closures, Organizational restructuring, New staffing models
• Execute on business projects to support the people strategy (e.g., integration)
• Identify business best practices to share across the region or enterprise
• New job/position planning in partnership with Compensation Team
• Build strong relationships with business leaders
• May support process improvement initiatives
• Provide and support HR related information, HR goals, and new/ongoing initiatives in leadership meetings
• Triage and escalate delicate and/or high-level confidential and/or acute business issues as they arise to key stakeholders
• Partner to create and implement strategies for attracting, retaining, and developing talent
• Forecast workforce needs including evaluating the labor market, identifying diversity gaps, and assessing skillsets for current and future business needs
• Leader development in partnership with Learning & Development Team
• Support and guide succession planning
• Identify leaders for development programs
• Coach and develop leaders in areas of strengths and opportunities
• Guide leaders to self-led resources or other sanctioned tools
• Partnering with Advise & Counsel Team (i.e., Employee Relations) to work with leaders on trending employee relations issues or concerns to identify root cause(s) and develop mitigation plans for improvement and prevention
• Coach leaders by guiding to available resources for post-event needs and after-action review
• Partner on people belonging and inclusion strategies and be culture champions
• Ensure compliance with all relevant HR policies and regulations
• Guide leaders to the HR self-service functions or Centers of Practice (CoP) to get the right level of service in the right place or with the right SME
• Support people initiatives and programs led by CoPs and help leaders successfully navigate change
• Connects with CoP partners to effectively navigate technical people issues
• Informs and escalates to other HRBPs/HRMs/HRDs that may be impacted when a situation, event, concern, etc. impacts more than the HSO and/or has a high acuity level or visibility
• Partners with leaders, educators and HR Compliance on Joint Commission or other certifying agency readiness in HR purview areas
• Prepares for and helps with information upon requests during surveys
• May lead out on or support HRM in regulatory survey HR file review sessions
• Partner with Quality and other appropriate departments to ensure action plans are completed timely, due to survey findings

Requirements:

• 6-9 years of applicable experience
• Bachelor's Degree