Manager - HRBP

<p><b>Job Summary:</b></p><p>The HR Business Partner (HRBP) plays a critical support role within the Human Resources team, focusing on enhancing employee experience, driving HR operational excellence, and providing analytical insights to support strategic HR initiatives. This individual contributor position is ideal for a highly organized, analytical, and proactive HR professional eager to contribute to a dynamic healthcare environment. The Junior HRBP will be instrumental in managing various HR programs, data consolidation, and stakeholder communication, ensuring smooth HR operations and data-driven decision-making.</p><p><b>Key Responsibilities:</b></p><ul><li>Performance Management Support: Responsible for the consolidation, tracking, and closure of Performance Improvement Plans (PIPs), ensuring timely follow-up and documentation.</li><li>Employee Experience & Insights: Manage and analyze exit interview data, identifying key trends and deriving people-centric insights to inform HR strategies and improve employee retention.</li><li>HR Communication & Engagement: Coordinate effectively with other HR Business Partners to complete and consolidate employee connect and communication trackers, facilitating consistent internal messaging.</li><li>Recognition & Rewards: Accountable for managing the Recognition & Rewards (R&R) program and Long Service Awards, from consolidating nominations and planning events to enabling and processing awards within the system periodically.</li><li>HR System Management: Act as an owner and manager for AskHR systems, responding to stakeholder queries and ensuring efficient resolution of employee inquiries.</li><li>Compliance & Awards Management: Manage and account for specific awards programs (e.g., West awards), including consolidation and sharing relevant data with payroll and finance teams for accurate processing.</li><li>Leave Management: Responsible for managing Maternity Leave (ML) cases, including pre and post-engagement with employees, and overseeing long leave extensions and processing.</li><li>Procurement & Vendor Coordination: Act as a central point of contact (SPOC) for any purchase and procurement-related activities for HRBP initiatives, ensuring efficient resource allocation.</li><li>Integration & Onboarding Support: Responsible for ensuring the successful planning and execution of integration plans for new teams or acquired entities.</li><li>HR Reporting & Analytics: Accountable for creating and maintaining various HR reports, including Headcount reports, Monthly Business Review (MBR) reports, HRBP dashboards, and executive-level dashboards for Chief Digital Officer (CDO), Chief Financial Officer (CFO), and the Executive Leadership Team (ELT).</li></ul><p><b>Required Skills & Experience:</b></p><ul><li>Experience: A minimum of 10+ years of progressive Human Resources experience, demonstrating a strong understanding of HR principles and practices.</li><li>Analytical Acumen: Exceptional analytical thinking skills with a proven ability to comprehend complex data, identify trends, and derive actionable insights.</li><li>Technical Proficiency: Expert-level proficiency in Microsoft Office products, particularly Excel (advanced data analysis, pivot tables, VLOOKUPs), PowerPoint (creating compelling presentations), and SharePoint (document management and collaboration).</li><li>Communication Skills: Excellent written and oral communication skills, with the ability to articulate complex information clearly and concisely to diverse audiences.</li><li>Stakeholder Management: Demonstrated ability to build strong relationships and influence stakeholders at all levels.</li><li>Attention to Detail: High level of accuracy and meticulous attention to detail in all tasks and reporting.</li><li>Proactive & Organized: Self-motivated with strong organizational skills and the ability to manage multiple priorities in a fast-paced environment.</li></ul><p><b>Education:</b></p><ul><li>Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree or HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is a plus.</li></ul>