HR Business Partner (HRBP)

About Regent Surgical Health

Since 2001, Regent Surgical Health has been a leader in developing and managing successful surgery center partnerships between hospitals and physicians. We continually improve and evolve the ASC model based on changing market conditions to stay ahead of emerging trends. From this vantage point, our team has developed proprietary ASC ownership models that give both physicians and hospitals what they need to ensure long-term clinical and financial success. 

Regent offers a comprehensive and competitive benefits package as one way to recognize our employee's contribution to the success of the organization and our role in helping you and your family to be healthy, feel secure and maintain a work/life balance.

Pursuant to the ADA, Regent will provide reasonable accommodation(s) to all qualified employees with known disabilities, where their disability affects the performance of their essential job functions, except where doing so would be unduly disruptive or would result in undue hardship.

We do not discriminate in practices or employment opportunities on the basis of an individual's race, color, national or ethnic origin, religion, age, sex, gender, sexual orientation, marital status, veteran status, disability, or any other prohibited category set forth in federal or state regulations.

We are an equal opportunity employer.
POSITION SUMMARY:
 
The HR Business Partner (HRBP) position is responsible for aligning Human Resources practices to achieve business outcomes, including but not limited to clinical quality, financial performance & culture.  The position will work across the enterprise to formulate partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.
 
DUTIES/RESPONSIBILITIES:
 
  • Work with business leaders to implement and modify programs & practices to improve human resource outcomes within Regent’s businesses.  
  • Consult and influence leaders, in providing HR insight and direction to improve business performance.
  • Communicate effectively (formally and informally) with specific business units & centers to drive outcomes.  Provide appropriate consultation with line management, providing HR guidance when appropriate.
  • Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.
  • Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations to completion.
  • Maintain in-depth knowledge of legal and compliance requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
  • Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
  • Work closely with management and employees to improve work relationships, build morale and culture, and increase productivity and retention.
  • Provide HR policy guidance and interpretation.
  • Provide guidance and input on business unit restructures, workforce planning and succession planning.
  • Identify training needs for business units and individual executive coaching needs.
  • Participate in evaluation and monitoring of development programs to ensure success. Follows up to ensure training objectives are met.
  • Perform other duties as assigned.
  
KNOWLEDGE AND SKILLS: 
 
To perform this job successfully, an individual must be able to perform each essential responsibility satisfactorily. The requirements listed below are representative of the knowledge, skills and abilities required.
 
  • Excellent verbal and written communication skills. 
  • Excellent interpersonal and customer service skills.
  • Excellent organizational skills and attention to detail.
  • Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
  • Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
  • Excellent time management skills with a proven ability to meet deadlines.
  • Strong analytical and problem-solving skills.
  • Proficient with Microsoft Office Suite or related software.
Education/Experience: 
 
  • Three (3+) years of experience resolving complex employee relations issues.
  • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
  • Bachelor’s degree required. 
  • SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment

Human Resource - D180

Remote (United States)

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