Manager Team Member Relations/HRBP

At Central Maine Healthcare our team members are committed to providing exceptional care and experiences for our community and for each other every day.

Essential Generic Job Functions (List in order of importance):

Partner to Align Business Units and HR Strategy for assigned business units. 

• Engage leaders to understand talent needs of the businesses and define responses
• Participate in periodic business planning and reviews and proactively work with COE teams to identify and deploy HR interventions to meet and align with business requirements
• Partner closely with leadership to refine organizational structure, operations and culture
• Proactively obtain, interpret and present metrics and analysis to business leaders to inform decisions (performance, attrition, hiring, vacancy, team member engagement/sensing, and other data)

Advise leaders on people issues

• Provide HR observations related to strategy/performance in meetings and one-on-one; formulate HR requirements
• Offer objective and balanced advice to leaders on business challenges and people implications, leadership effectiveness, culture, and alignment of HR programs
• Advise business leaders on change management, performance issues, responding to team member or community concerns, compliance or ethics investigations, etc.
• Manage response to executive requests for information, questions or special projects

In Partnership with COE, deploy talent and development programs

• Partner with COEs to deploy talent programs in business units (performance assessment & review, succession planning, development planning, talent acquisition strategies).
• Support leaders, in conjunction with COE with advice and tools for team member coaching, mentoring, feedback processes, high-potential development, career development counseling, etc.

Drive HR operational excellence

• Assist in the development and drive HR programs and initiatives with COE’s
• Build, develop and lead the efforts of HR professionals in achieving operational objectives

• Deliver broad based and complex HR messages or concepts to leaders, present HR strategies and initiatives in a way that provides clarity around integration and business relevance
• Work with local business executives and HR COEs to develop or modify strategies and programs to most effectively meet local business needs and culture; Identify and share root causes of HR issues with relevant HR COEs to help shape HR programs
• Conduct ongoing position budgeting review and ensure that staffing plans are aligned with span of control, productivity metrics, budgeted allocations, etc. Understand local and regional healthcare talent market;

• Drive effective leader and team member communications initiatives
• Coach and Develop HR Team to drive HR engagement, individual growth and organizational outcomes.

Team Members Relations

• Promote and foster a healthy work environment; raise awareness of available programs to assist team members;
• Implement appropriate team member engagement programs and positive team member relations programs. 
• Interpret and drive action planning as a result of engagement surveys; assess population “temperature” through formal and informal sensing and report results/plan actions with leadership team
• Implement programs to recognize service and celebrate achievement by team members. 
• Assist with driving the CMH experience and creating a culture of excellence and results through execution.
• Responsible for developing and managing positive team member relations programs in collaboration with key stakeholders. 
• Recommends effective solutions for addressing workplace issues and corrective actions in accordance with organizational and HR policy, practice and applicable laws.
• Oversee investigations of team member, ethics, or compliance issues, in consultation with HR Leadership, compliance and legal counsel.
• Ensure compliance with all federal and state laws, as well as all Joint Commission and other regulatory standards.  Educate and counsel leadership and team members regarding compliance obligations.  Facilitate understanding, interpretation and application of HR policies within assigned business units.

Partner to support business performance, quality and patient care initiatives

• Partner with business unit leaders on initiatives related to patient care, quality, safety & compliance, physical security, data security, professional ethics, etc., implementing training and development, performance management, certification & other initiatives to create an environment of compliance/excellence