Human Resource Business Partner (HRBP)

Job Description:

The Human Resources Business Partner will collaborate with administrative teams and business units in the Colorado Market to support business objectives and key results. This role is accountable for successful implementation and completion of enterprise HR processes including annual performance reviews, compensation events, plus supporting local market initiatives. This role also oversees the accuracy and compliance of employee records in the Workday. This role requires travel to Colorado Springs twice a week, along with occasional trips to Denver for meetings.

ESSENTIAL FUNCTIONS:

Business Partner Support

• Collaborates closely with HR Director to ensure HR strategies align with business objectives.

• Manages and resolves employee relations issues and interpersonal conflicts.

• Provides advice and acts with urgency in response to safety, security, and risk.

• Manages and maintains leave of absence records and oversees LOA administration.

• Prepares and presents workforce trends (turnover, demographics, etc.)

• Assists HR Director with the design and implementation of a monthly “people” dashboard for PHP, CP2, RMSC.

• Partners with People Operations and Payroll to ensure accurate and timely production of Workday and payroll transactions

• Conducts periodic audits with business unit operators to ensure data accuracy in Workday

• Works with managers to meet the expectations of the enterprise related to training and other company-wide initiatives.

Performance, Development & Engagement

• Participates in committees that support engagement, culture, and Core Values.

• Guides managers with assessing and rating performance during the annual focal review process, ensuring 100% of those eligible for a performance review receive one.

• Accountable for responding to employee reports made on the third-party confidential hotline (for CO corporate and business units.)

• Partners with Talent Acquisition to ensure all position control processes follow policies and approvals.

• Assists managers with preparing and delivering written Performance Improvement Plans/Corrective Action Plans, participates in meetings, prepares documentation, and recommends future course of action.

• Actively promotes and enforces a productive and professional work environment.

• Demonstrates understanding, adherence to and support of the Alpine employee policy manual.

• Partners with HR Director to provide and present annual employee engagement results with managers and leads action planning initiatives to address areas of low engagement

Onboarding and Offboarding Experience Activities

• Responsible for arranging/and or coordinating workspace, equipment, system access, badge, parking, etc. for all new hires

• Partners with HR director to design and implement a common first day experience in the CO market.

• Serves as primary point of contact for all new hires.

• Provides input to the new hire experience including day one activities in each business unit.

• Accountable for continuous process improvement related to onboarding based on observations, feedback, and knowledge of best practices.

• Prepares exit packages.

• Keys status changes in Workday.

• Manages the offboarding notification process in Workday.

• Reviews and reports exit interview results received in Workday.

EDUCATION:

• Bachelor’s degree from a four-year college or university is required.

EXPERIENCE:

Minimum:

• Ability to demonstrate teamwork and collaboration to foster a healthy work culture.

• Experienced in supporting multi-site locations and business units

• Values “visibility” and is committed to “rounding” at clinics and in-person business meetings with business unit leaders.

• Minimum 3-5 years of human resources experience required.

• Healthcare HR experience preferred.

• Ability to travel 2-3 times per week to corporate office and/or clinics required

• Advanced knowledge of human resources concepts and principle.

• Proven analytical, communication and influencing skills with an exceptional ability to build trust & credibility across the organization.

• Proven ability to create, manage and maintain talent job descriptions. 

• Advance skills in MS Office suite of tools.

• Knowledge of employment laws & regulations.

• Knowledge of MS Office Suite and Workday p