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Senior Human Resources Business Partner

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St. Luke's is proud of the skills, experience and compassion of its employees. The employees of St. Luke's are our most valuable asset! Individually and together, our employees are dedicated to satisfying the mission of our organization which is an unwavering commitment to excellence as we care for the sick and injured; educate physicians, nurses and other health care providers; and improve access to care in the communities we serve, regardless of a patient's ability to pay for health care.

The Senior Human Resources Business Partner is responsible for partnering with all levels of leadership to provide guidance and direction on human capital solutions. This individual will work closely with their entity Senior Director/Director of Human Resources, HR Centers of Expertise and entity leadership team. Serves as subject matter expert to other HR Business Partners and educates/mentors new HR employees on processes and procedures.

JOB DUTIES AND RESPONSIBILITIES:

Executes talent and human resource strategies. Implements programs, processes and tools of the practice areas
Partners with a variety of leadership on acquisitions and departmental restructuring to support and facilitate on-boarding, change management, re-design, position placements, etc.
Provides consulting to a variety of leaders, including senior leaders, on a broad range of human resource issues; including employee relations, performance management and ensuring consistency on goal setting, pay positioning and performance differentiation and distribution
Facilitates employee relations activities including partnering with leadership on initiating corrective action and associated follow-up including conducting staff interviews, investigations, discussions with managers, documentation
Serves as subject matter expert to other HR Business Partners and educates/mentors new HR employees on processes and procedures
Takes a lead role in Network projects and implements and shares results at an entity level
Utilizes data to analyze trends and metrics in partnership with the Senior Director/Director to develop solutions, programs and policies
Strengthens the organization through talent planning activities, including but not limited to succession planning and high-potential talent identification and development
Forecasts & plans talent pipeline requirements in line with function or business strategy
Drives change management practices to enable organizational effectiveness, while supporting the organization’s culture, in order to maximize competitive advantage and the talents of the workforce

PHYSICAL AND SENSORY REQUIREMENTS:

Sitting for up to six hours per day, one hour at a time. Standing for up to five hours per day, one hour at a time. Walking up to three hours per day, thirty minutes at a time. Fingering and handling frequently. Twisting and turning of hands occasionally. Lifting and carrying up to ten pounds, occasionally. Pushing and pulling up to 50 lbs. occasionally. Occasionally stoops, bends, squats, kneels, and reaches above shoulder level. Hearing as it relates to normal conversation. Seeing as it relates to general, near and visual monotony.

EDUCATION:

B.A. or B.S. in Human Resources or related field is required.

TRAINING AND EXPERIENCE:

A minimum of 6-10 years of experience in Human Resources is preferred. Must have demonstrated skills in understanding and supporting the team concept, active listening, problem solving and maintaining confidentiality. Experience with an HRIS System preferred. Must be proficient in Microsoft Office.

Please complete your application using your full legal name and current home address. Be sure to include employment history for the past seven (7) years, including your present employer. Additionally, you are encouraged to upload a current resume, including all work history, education, and/or certifications and licenses, if applicable. It is highly recommended that you create a profile at the conclusion of submitting your first application. Thank you for your interest in St. Luke's!!

St. Luke's University Health Network is an Equal Opportunity Employer.

Average salary estimate

$100000 / YEARLY (est.)

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$80000K

$120000K

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What You Should Know About Senior Human Resources Business Partner, Sluhn

The Senior Human Resources Business Partner at St. Luke's University Health Network in Bethlehem, PA, is a vital role that empowers our organization to thrive by leveraging the skills and compassion of our employees. In this position, you will enjoy the dynamic challenge of partnering with leaders across various levels, truly making a difference by providing strategic guidance on human capital solutions. You'll get hands-on with talent management strategies—developing programs and tools that assist in employee engagement, performance management, and more! Your expertise will shine through as you consult with senior leaders on employee relations and ensure consistency within goal-setting and pay positioning. A strong emphasis on mentoring fellow HR professionals will be integral to your success, as you educate new team members on established processes. You will also play a crucial role in supporting organizational change through acquisitions and departmental restructuring, driving initiatives that promote a cohesive company culture. With six to ten years of HR experience under your belt, coupled with your sought-after skill set in problem-solving and active listening, you'll fit in perfectly with our dedicated team. Here at St. Luke's, our mission is guided by compassion and excellence, so come join us and help strengthen our community’s access to care, no matter the circumstances a patient faces.

Frequently Asked Questions (FAQs) for Senior Human Resources Business Partner Role at Sluhn

What are the primary responsibilities of the Senior Human Resources Business Partner at St. Luke's?

The Senior Human Resources Business Partner at St. Luke's University Health Network is responsible for executing talent strategies, providing HR consultation to leadership, and mentoring new HR employees. You'll facilitate employee relations activities, analyze HR metrics, and support departmental restructuring efforts, playing a crucial role in enhancing the organization's effectiveness.