Job Description
What will I be doing in this role?
The Human Resources Business Partner/Manager (HRBPM) leads and supports the alignment of business initiatives with employees and management for their assigned line of business (LOB). The HRBPM will serve as a strategic partner to leadership in the line of business they support and will develop, assess, and anticipate HR related needs and deliver value added service that addresses the initiatives of the organization. Additionally, the role will leverage and formulate partnerships across the Centers of Excellence (COE) to ensure HR deliverables are addressed in a timely and thorough matter. The HRBPM operates with a high level of autonomy, possesses significant subject matter expertise as well as experience working with senior level management within the organization. The HRBPM mentors and develops business leaders and HR team members.
- Consults with leadership at all levels to provide applicable HR guidance, critical evaluation and recommended solutions based on operational drivers or outcomes to include developing and leading implementation plans and analysis of business information to process various ongoing HR actions.
- Leads discussions that focus on learning and organizational development needs to ensure talent management, through meaningful evaluations, clear and proactive career development, and succession planning.
- Manages and resolves employee relations issues, through effective, thorough, and objective investigations and recognizes when to escalate problems to a higher level when warranted.
- Act as a strategic partner in collaboration with leaders to proactively engage and identify people gaps and opportunities, propose changes and facilitate the change processes necessary to mitigate risk.
- Develops and interprets HR specific policies, practices and guidelines across organization and recommends policy changes to support business needs.
- Reinforces difficult decisions that align with organizational strategies and values.
- Facilitates, interprets, and supports departmental action planning because of employee engagements surveys and coach LOB leadership performance and/or behavior by providing specific advice.
- Acts as a lead to provide education, training and development support for HR colleagues, managers, and employees.
- Act as a HR lead to support the HRBP model to support talent management within the LOB and COE.
- Provides strategic consultation to line of business regarding compensation matters to ensure fair market value, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well as the organizations compensation philosophy.
- Assists and provides direction within the HRBP model to help build networks with higher level leaders in the organization.
Qualifications
Educational Requirements:
- High School Diploma/GED.
- Bachelor's Degree in Human Resources, Business Administration, or related field preferred.
License/Certification/Registration Requirements:
- PHR and/or SHRM-CP preferred.
- SPHR and/or SHRM-SCP preferred.
Experience:
- Six (6) years of experience in Human Resources.
- Five (5) years of experience in a Human Resources Business Partner role preferred.
About Us
About the Team
Req ID : 1449
Working Title : Human Resources Business Partner Manager
Department : Medical Center HR Consulting
Business Entity : Cedars-Sinai Medical Center
Job Category : Human Resources
Job Specialty : Human Resources
Overtime Status : EXEMPT
Primary Shift : Day
Shift Duration : 8 hour
Base Pay : $109,200.00 - $174,600.00
Our compensation philosophy
We offer competitive total compensation that includes pay, benefits, and other recognition programs for our employees. The base pay range shown above takes into account the wide range of factors that are considered in making compensation decisions including knowledge/skills; relevant experience and training; education/certifications/licensure; and other business and organizational factors. This base pay range does not include our comprehensive benefits package and any incentive payments that may be applicable to this role. Pay Transparency Non Discrimination Provision (PDF) (opens in new window)
Diversity and Inclusion at Cedars-Sinai
We are caretakers and innovators committed to the pursuit of equitable healthcare. But health equity is not possible without representation. Our commitment to diversity goes beyond demographics or checking boxes. Our people must reflect the diverse identities, experiences and geographies of the communities and patients we serve – because that’s what our patients, colleagues and communities deserve. Quality Care and Research—For All, By All (opens in new window).
Cedars-Sinai is an Equal Employment Opportunity employer.
Cedars-Sinai does not unlawfully discriminate on the basis of the race, religion, color, national origin, citizenship, ancestry, physical or mental disability, legally protected medical condition (cancer-related or genetic characteristics or any genetic information), marital status, sex, gender, sexual orientation, gender identity, gender expression, pregnancy, age (40 or older), military and/or veteran status or any other basis protected by federal or state law. If you need a reasonable accommodation for any part of the employment process, please contact us by email at Applicant_Accommodation@cshs.org and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.
Cedars-Sinai will consider for employment qualified applicants with criminal histories, in accordance with the Los Angeles Fair Chance Initiative for Hiring.
At Cedars-Sinai, we are dedicated to the safety, health and wellbeing of our patients and employees. This includes protecting our patients from communicable diseases, such as influenza (flu) and COVID-19. For this reason, we require that all new employees receive a flu vaccine based on the seasonal availability of flu vaccine (typically during September through April each year) as a condition of employment, and annually thereafter as a condition of continued employment, subject to medical exemption or religious accommodation. For the same reason, you may also be required to receive other vaccines such as COVID-19 as a condition of employment. Cedars-Sinai reserves the right to make modifications to its required list of vaccines as required by law and/or policy. Cedars-Sinai’s AA Policy Statement (PDF) (opens in new window)
