Human Resources Business Partner - Relocation Available!!

Reporting to the Senior Human Resource Business Partner, the HR Business Partner is a professional position that provides strategic Human Resources (HR) consultation and solutions to various assigned organizational unit(s) by serving as a strategic partner to leaders, managers, faculty and employees, integrating HR strategy and providing guidance that adds value to JAX’s mission and strategic priorities of assigned organizational unit(s). This role collaborates with managers, faculty and employees to effectively deliver HR programs and services related to people strategies and initiatives such as change management, staffing, workforce and succession planning, and performance feedback in support of operational and business strategies. This role interfaces and consults with JAX’s HR centers of excellence (e.g., talent acquisition, total rewards, professional and organizational development, and HR technology and HR Operations) to ensure policies and procedures are well understood and utilized. The role provides key support for employee engagement initiatives. The Human Resource Business Partner will work closely with the Senior HRBP in review of client needs and will collaborate closely on solutions and partnership. Client groups assigned to the HRBP may vary in complexity and size, depending on organizational needs and/or site designation.

This role will be based full time on site in our Bar Harbor and Ellsworth, ME locations

Key Responsibilities

• Develops deep knowledge and understanding of assigned organizational unit(s) and builds relationships across the organization to ensure seamless and consistent delivery of HR services;

• Provides input into the development of the overall people strategy, ensuring alignment with broader JAX-wide people, business, and operational objectives;

• Collaborates with the SR HRBP and Senior Director HR to provide HR solutions using experience, data analyses, and organizational agility to guide decision making;

• Understands and applies best practices and policies in the areas of workforce planning, professional and organizational development, performance management, succession planning, and change management to effectively engage with managers, faculty, and employees and ensures appropriate use and alignment across the organization;

• Works closely with HR colleagues to ensure that programs and policies are aligned, enhance employee engagement, and improve performance;

• Collaborates closely with the office of Diversity, Equity and Inclusion to ensure programs and employee engagement initiatives support a diverse, equitable, and inclusive workplace;

• Resolves complex employee relations issues and works with management and faculty to address employee concerns;

• In partnership with HR centers of expertise colleagues, guides the implementation of HR initiatives and solutions;

• Coaches and builds the capability of managers and faculty to anticipate and pre-empt organizational issues;

• Participates in relevant projects, leading and championing as appropriate;

• Keeps up to date with external trends and best practices in HR to continuously drive improvements in programs and policies;

• Builds relationships with JAX-wide HR colleagues, external professional networks, and stakeholders to scan for innovations and opportunities to improve;

• Understands and anticipates the need for change and builds the case for change while identifying dependencies, risks, and options to mitigate risk;

• Oversees and directs the work of assigned HR staff/Generalists and when leading JAX-wide HR projects, may direct the work of other HR staff assigned to project;

• Completes other related duties and projects as assigned.

Knowledge, Skills, and Abilities

• Bachelor's degree in a related field

• Minimum of 6-8 years of HR experience with demonstrated success as HR practitioner/partner with direct experience in HR business partnering, site oversight and/or proven track record of success as an HR Generalist/Senior Generalist

• Demonstrated leadership skills and competencies with the ability to serve as a trusted advisor to leaders to manage and develop strategy;

• Ability to build relationships and coach/counsel managers and client staff as required

• Comprehensive knowledge of the HR field and the relationship between HR and organizational/business strategy;

• Strong business and organizational acumen that enables quick understanding of challenges and opportunities related to assigned organizational unit(s);

• Ability to identify and implement innovative ways to support organizational strategy;

• Demonstrated ability