HR Business Partner - Senior

The Senior Human Resources Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The HRBP serves as a consultant to management on human resources-related issues. The HRBP assesses and anticipates HR-related needs and communicates needs proactively within the HR department and business management. The HRBP maintains an effective level of business literacy about the business unit’s plans, culture and competition.

Welcome to Cherry Health - video about Cherry Health

Who we are:

Cherry Health, Michigan’s largest Federally Qualified Health Center (FQHC), operates in six counties across the state, is based in Grand Rapids. With a team of more than 800 health care professionals at 20 locations, Cherry Health focuses on removing barriers, expanding access, and delivering comprehensive quality health care services to underserved communities, regardless of an individual’s insurance status or ability to pay. We provide primary care, dental, vision, behavioral health, pharmacy services, substance abuse services, school based health centers and more.

Our Mission: 

Cherry Health improves the health and wellness of individuals by providing comprehensive primary and behavioral health care while encouraging access by those who are underserved.

Our Vision: 

Our community will be healthier because we will seek out and welcome those who need our services. All will be treated as family with integrated, coordinated care to improve health and personal well-being.

Our Values:

• Collaboration – Support the Cherry Health mission by encouraging teamwork to accomplish organizational goals.
• Customer Service – Serve internal and external customers in a welcoming manner with compassionate care.
• Diversity, Equity & Inclusion – Build a stronger culture through treating all patients and staff with respect, dignity and compassion.
• Innovation – Embrace creativity to improve patient care and workplace efficiency while remaining curious and open to learning.
• Integrity – Uphold the highest ethical standards by being honest and trustworthy.
• Professionalism – Create a positive work environment where we care accountable for our decision, our action and the results.

Requirements:

• Bachelor’s degree in human resources management or related field preferred or equivalent level of education and experience.  
• SHRM-CP or SHRM-SCP professional designations preferred.
• Knowledge and experience in handling complex employee relations and investigation processes, including legal and regulatory requirements.
• Knowledgeable in local, state and national employment law and regulations.
• Demonstrated proficiency in HRIS systems with Workday experience a +.
• Bi-lingual strongly preferred
• Intermediate to advanced proficiency in Microsoft Office Suite.
• Ability to develop and maintain positive working relationships and work in a collaborative team environment.
• Excellent verbal and written communication skills.
• Demonstrated business acumen.
• Strong organizational skills and attention to detail including time and priorities management.

Responsibilities:

• Conduct regularly scheduled meetings with respective business units.
• Consult with 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. Conduct effective, thorough and objective investigations.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the compliance department as needed/required.
• Provide day-to-day performance management guidance to management (coaching, counseling, career development, disciplinary actions).
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provide HR policy guidance and interpretation.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Identify training needs for business units and individual coaching needs.
• Participate in evaluation and monitoring of success of train