HR Community Specialist

We are searching for a HR Community Specialist — someone who works well in a fast-paced setting. In this position, you will be responsible for ensuring alignment between business operations and HR practices and objectives. The role is responsible for using experience, data analyses, and organizational agility to guide decision making. The role provides consulting and coaching to Executive and Senior leaders to support the business's vision, mission, and overall objectives. This position is also responsible for delivering a comprehensive and client-driven people service, aligning both talent management and operational strategies.

Think you’ve got what it takes?

Job Duties & Responsibilities

• Management Support - Serves as a strategic partner and provides effective operational services and advice to executive and senior business leaders to support the delivery of organizational objectives and outcomes.  
• Serves as a consultant on HR-related programs and policies, often encompassing all areas of human resources.  
• Acts as an employee champion, leadership coach, strategic partner, and change agent. Provides policy guidance and interpretation; recommends and implements changes as needed.  
• Consults with business leadership in order to foster and promote the engagement of the business’s core values at all levels.  
• Manages and resolves complex employee relations issues, provides guidance on and assists in performance improvement, and other talent-related issues.  
• Works closely with leadership and employees to improve work relationships, build morale, increase productivity, engagement and retention.  
• Provides skilled input into a broad range of HR policy work, developing and implementing capacity building and tailored training programs, and ensuring that HR data and reporting is fit-for-purpose to inform decision making.  
• Partners with Sr. Employee Relations Consultant to provide input and recommended actions for sensitive and complex situations.  
• Coaches executive and senior leaders in performance management processes, compensation and remuneration programs, recruitment practices, and management decision-making.  
• Assists executive and senior leadership on progressive discipline of employees and employment decisions.  
• Plays a key role in ensuring coherent implementation of talent plans and processes across the areas within the scope of their responsibility and ensuring they align with strategic direction.  
• Plays a major role in the management of varied projects throughout the business, actively participating on project teams, and implementing initiatives while simultaneously ensuring proper communication and collaboration within business departments and with business leaders.  
• Provides guidance and input on restructuring, workforce planning, and succession planning. Identifies training needs and individual management coaching needs.  
• Provides catalytic support to enable business transformation.  
• Works with business/function leaders to spot opportunities for organizational development, which will accelerate the delivery of business strategy.  
• Plays a strategic role in the direction of the talent management function in the business by utilizing appropriate diagnostic measures and data-driven decision making.  
• Collaborates with executive and senior leadership in developing recruitment plans, identifying training needs, and advocating for continuous learning for employees where necessary, providing coaching and mentoring support where required. Formulates partnerships across the HR function to deliver value-added services to management and employees that reflect the organization’s business objectives. Partners with stakeholders in ensuring that the best practices are being adopted, ensuring the delivery of projects, as required, and the completion of key deliverables within the specified timelines. Works with executive and senior leadership in developing talent management 
• Conducts research and consistently develops and enforces HR procedures and policies.  
• Maintains a clear and detailed knowledge of the industry trends and best practices.  

Skills & Requirements

• Required bachelor's degree Human Resources, Business Administration, or other related discipline. Preferred master's degree Human Resources, Business Administration, or other related discipline
• Preferred PHR - Cert-Prof in Human Resources Human Resources Standard Institute. SHRM-CP (Human Resources Standard Insitute). SPHR - Senior Prof. Human Resource Human Resources Standard Institute. SHRM-SCP (Human Resources Standard Institute)
• Required 5 years' experience in Human Resources as Generalist and/or Business Partner and 3 years' experience in healthcare operations or administration
  (not to overlap with the required experience in Human Resources as a Generalist and/or Business Partner)