Regional Human Resources Business Partner

As a Regional Human Resources Business Partner at Journey, your main responsibilities include managing employee relations, ensuring compliance with healthcare regulations and labor laws, overseeing performance management processes, and identifying training needs. You'll work closely with senior leadership to align HR initiatives with business objectives and bolster operational effectiveness.

Journey prefers candidates for the Regional Human Resources Business Partner position to hold a bachelor’s degree in human resources, Business Administration, Healthcare Management, or a related field. While not mandatory, having HR certifications such as PHR, SPHR, or SHRM-CP is highly valued. Additionally, 3-4 years of HR experience in the healthcare industry, especially in long-term care settings, is required.

Journey places significant importance on compliance within HR policies by regularly reviewing and updating practices to align with healthcare regulations and labor laws. The Regional Human Resources Business Partner will implement best practices in employee management and training, particularly regarding Workers Compensation Compliance, FMLA, ADA, and Unemployment.

Essential skills for the Regional Human Resources Business Partner position at Journey include strong communication and conflict resolution abilities to foster positive workplace relationships. Additionally, analytical skills for data analysis, strategic thinking for aligning HR strategies with organizational goals, and problem-solving expertise are critical for success in this role.

The Regional Human Resources Business Partner role at Journey requires approximately 70% travel across a multi-state region. This travel enables you to engage with various healthcare facilities, providing vital HR support and fostering connections essential for enhancing employee satisfaction and operational efficiency.

When answering this question, highlight specific instances where you successfully addressed employee concerns or mediated conflicts. Discuss the strategies you used to promote a positive work environment and any measurable outcomes that resulted from your interventions.

Explain your process for staying updated on healthcare regulations and integrating them into HR policies. Mention any tools or methods you utilize for monitoring compliance effectively, and provide an example of when you've updated policies in response to regulatory changes.

Share your strategies for developing and managing performance appraisal processes. Discuss how you set clear expectations, provide ongoing feedback, and promote employee development to foster a culture of accountability and growth.

Describe your methods for conducting training needs assessments, including gathering feedback from employees and management. Mention how you analyze this data to design programs that enhance staff skills and overall job performance.

Refer to a specific project where you successfully worked with senior leadership. Discuss the objectives of the initiative, the collaborative steps you took, and the impact it had on both HR operations and the organization as a whole.

Discuss the analytical tools or metrics you're familiar with, such as employee engagement surveys, turnover rates, and staffing analyses. Illustrate how you use this data to inform critical HR decisions and drive operational effectiveness.

When addressing this question, provide an example of a challenging HR situation you encountered. Explain the steps you took to analyze the problem, identify potential solutions, and implement effective strategies to resolve the issue.

Articulate your understanding of strategic thinking in HR and how it affects long-term planning and decision-making. Provide an example of a strategic initiative you've implemented that aligned HR goals with overall organizational objectives.

Discuss your interpersonal skills and strategies for building relationships with employees, including active listening, open communication, and regular feedback. Share an example of how you've fostered trust and collaboration within your team.

Highlight your conflict resolution skills by discussing your approach to mediating conflicts, such as using active listening, encouraging open dialogue, and working towards mutually beneficial solutions. Provide a specific example of a successful resolution.