Senior Human Resource Business Partner - Clinical Labs

At Duke Health, we're driven by a commitment to compassionate care that changes the lives of patients, their loved ones, and the greater community. No matter where your talents lie, join us and discover how we can advance health together.

 

About Duke University Health System Clinical Laboratories

 

Pursue your passion for caring and innovation as a team member in the state-of-the-art Duke Health laboratories. Duke Health laboratories are College of American Pathologists accredited and Clinical Laboratory Improvement Amendments certified. The multidisciplinary team is committed to serving the rare and complex testing needs of Duke Health's diverse patient population by providing timely and accurate results, educating the next generation of laboratorians, scientists and physicians, and researching and developing the cutting-edge diagnostics of tomorrow.

 

General Description of the Job Class

The Human Resources Business Partner, Senior (HRBP), serves as the strategic partner with assigned business units developing strategies to align with business objectives. The HRBP functions as a business leader that facilitates the development and implementation of people management and development practices, and shares responsibility for goals and deliverables with their assigned business units.  The HRBP will serve as an expert consultant to management while also acting as an employee champion and change agent.  Proactively develop plans to ensure goals are reached and best practice/best in class is consistently implemented. Maintain an effective level of business literacy about the business unit’s financial position, culture and engagement, business objectives and goals of the business unit.  The Business Partner understands the manager’s operational work plans, departmental operational performance and relevant HR metrics. 

Under the direction of the Assistant Vice President (AVP), Duke University Hospital is searching for experienced Human Resources professional to become the Human Resources Business Partner, Senior for a complex and diverse academic medical center. The selected candidate will serve as the subject matter expert on all core areas of human resources and ensures ease of access to HR deliverables for operational clients.

 

Duties and Responsibilities of this Level

• Advise and assist management and employees to respond to employee issues and concerns by interpreting applicable HR policies and procedures and making responsible recommendations in these areas as necessary and appropriate; initiate recommendations for appropriate measures to address underlying systemic problems or issues represented by the expressed concern, including but not limited to, suggestions on policy clarification or development, appropriate training or other development interventions.
• Serve in a liaison capacity for Compensation, Organizational Effectiveness, Talent Acquisition and Systems, or HR planning and development; evaluate and research professional trends and issues in specialty area relevant to DUHS HR; educate other DUHS HR staff about specialty to ensure consistent and equitable application of HR policies and procedures; collect, research and disseminate appropriate internal and external material on HR issues and trends, and provide in-service training support to enhance understanding of this material as needed; identify and recommend new policy or program initiatives in specialty area designed to enhance delivery and quality of service. Apprise AVP of organizational issues, problems or trends; prepare reports, analyses and other written communication setting forth progress, adverse trends and appropriate recommendations or conclusions as necessary or requested.
• Implement and coordinate HR programs supporting organizational strategic objectives for creating and maintaining a model work place, including but not limited to, promotional career advancement programs, employee participation and input vehicles, and management development and training. Provide staff support on implementing major organization-wide projects, including but not limited to, employee opinion surveys, multi-cultural awareness and sensitivity programs and employee advocacy/conflict resolution procedures.
• Identify problem employee relations areas that impede organizational progress; recommend appropriate interventions and/or other corrective actions as needed.
• Engages the assigned management team members in problem solving approaches that encourage their development in examining options and arriving at collaborative solutions that balance the needs of assigned teams and the organization. 
• Develops strategies that support goals of assigned departments. Cultivates and promotes effective working relationships with internal leaders and partners; orchestrates buy-in and support of stakeholders as new programs and pro