Description

HR Business Partner
Human Resources  
Full Time
Day Shift 
8-5 salaried

 Lexington Health is a comprehensive network of care that includes six community medical and urgent care centers, nearly 80 physician practices, more than 9,000 health care professionals and Lexington Medical Center, a 607-bed teaching hospital in West Columbia, South Carolina. It was selected by Modern Healthcare as one of the Best Places to Work in Healthcare and was first in the state to achieve Magnet with Distinction status for excellence in nursing care. Consistently ranked as best in the Columbia Metro area by U.S. News & World Report, Lexington Health delivers more than 4,000 babies each year, performs more than 34,000 surgeries annually and is the region's third largest employer.

 Lexington Health also includes an accredited Cancer Center of Excellence, the state’s first HeartCARE Center, the largest skilled nursing facility in the Carolinas, and an Alzheimer’s care center. Its postgraduate medical education programs include family medicine and transitional year residencies, as well as an informatics fellowship.

Job Summary:
Partner with designated departments and business units within Lexington Medical Center (LMC) to understand their Human Resources (HR) priorities, strategic business objectives, and other related needs, as well as communicate existing house-wide HR programs and offerings. Coordinate with all areas of HR to ensure  support for department leaders and staff. Acts as an agent for the organization, makes recommendations regarding employment and operational matters, helps implement changes, and designs strategic interventions to ensure that quality service is delivered and that HR programs meet department objectives and LMC goals. Will be responsible for assuring that adequate resources and training are provided to ensure full compliance with all regulatory requirements and fully communicated to the staff within area of responsibility.

 

Essential Functions:

• Acts as a strategic HR partner for multiple departments. Works collaboratively with leaders to incorporate HR expertise to support and maximize departmental performance.
• Participates in developing strategies that directly support organizational and departmental goals.
  Support department leaders and staff through complex employee relations issues.  Lead and conduct investigations, recommend resolutions, and assist with implementation.  Provide guidance regarding LMC's formal grievance process.
• Advises managers in establishing clear standards for excellent performance (e.g., job descriptions, competencies).
• Identifies, prepares, and presents/coordinates training programs.
• Helps managers create, communicate, and consistently apply performance development best practices, including formal discipline when necessary.
• Analyzes information/trends from various sources such as exit interviews, feedback from employees, etc. and makes recommendations for improvements.
• Practices good judgment when sharing information and maintains confidentiality.
• Monitors departmental turnover trends, seeking opportunities and strategies to improve retention of key performers.
• Serves as a confidential contact for employees to report concerns related to harassment, discrimination, or any other policy or issue that they believe is unfair or inconsistent.
• Provides advice and support required to select and retain appropriate job candidates.
• Serves as the primary point of interpretation and application of all LMC HR policies.
• Collaborates with internal and external legal counsel to respond to, or participate in, legal claims processes.
• Works collaboratively with departmental management and recruitment to identify and contact available candidate resources, e.g. schools, professional organizations.
• Respond and represent LMC in the unemployment claims and hearings processes.
• Provides appropriate advice, feedback, and development resources to improve the effectiveness of individuals and teams. Generates reports for review of data and upon request for departments.
• Takes active measures to coach and/or provide training to management team members with a goal to increase their leadership, best practices and HR competencies/expertise.
• Engages assigned management team members in problem solving approach that encourages their development in examining available options and arrives at a collaborative solution that balances the needs of involved parties and the organization by aligning solutions with organizational goals.

Duties & Responsibilities:

• Performs appropriate information gathering interventions (e.g., in-depth interviews using standard formatting) to determine customer issues and needs.
• Creates project plans to identify and address key issues and solutions (project management) and progression.
• Identifies cause/effect relationships and addresses root causes of problems.
• Demonstrates ability to translate data into meaningful recommendations.
• Provides honest, behavioral feedback to customers about performance development opportunities and problems.
• Actively attends and participates in conferences, educational programs/workshops; applies acquired knowledge in practice.
• Assists with new leader orientation in order to convey key points regarding the Business Partner concept within the organization.
• Actively participates in Director level and Executive level meetings to present case studies that serve for “learnings” for colleagues.
• Works collaboratively with the Vice-President of Human Resources to further enhance the HR experience at LMC  by working on various HR related projects.
• Assists with and provides recommendations (in accordance with the Benefits area) to management regarding Leave of Absence issues. Facilitating the interactive process to explore opportunities for reasonable accomodation.
• Explores alternative transitional employment opportunities when appropriate.
• Provides effective direction and advice to management on matters involving FLSA, FMLA, ADA, DNV, JCAHO/State licensing, EEO, Sexual Harassment, and Corporate Compliance.
  Monitors internal and external changes in law, policies, and practices to define and confront risk to employees and the business impact.
• Stays abreast of new developments and best practices, anticipating and making recommendations for HR Services that address emerging hidden needs and opportunities.
• Assists with the development and project plan for various HR related projects, may participate in system-wide task forces/committees that further the goals of the organization.
• Performs all other duties as assigned.

We are committed to offering quality, cost-effective benefits choices for our employees and their families:

• Day ONE medical, dental and life insurance benefits
• Health care and dependent care flexible spending accounts (FSAs)
• Employees are eligible for enrollment into the 403(b) match plan day one.  LHI matches dollar for dollar up to 6%.
• Employer paid life insurance – equal to 1x salary
• Employee may elect supplemental life insurance with low cost premiums up to 3x salary
• Adoption assistance
• LHI provides its full-time employees employer paid short-term disability and long-term disability coverage after 90 days of eligible employment
• Tuition reimbursement
• Student loan forgiveness
  

Equal Opportunity Employer
It is the policy of Lexington Health to provide equal opportunity of employment for all individuals, and to remain compliant with applicable state and federal laws and regulations. Lexington Health strives to provide a discrimination-free environment, and to recruit, select, on-board, and employ all employees without regard to race, color, religion, sex, age, disability, national origin, veteran status, or pregnancy, childbirth, or related medical conditions, including but not limited to, lactation. Lexington Health endeavors to upgrade and promote employees from within the hospital where possible and consistent with the employee’s desires and abilities and the hospital’s needs.

Requirements

Minimum Qualifications:

• Minimum Education: Bachelor’s Degree in Human Resources Management, Business Administration or other related discipline
• Minimum Years of Experience: 5 Years of experience in an HR Management, HR Generalist, or related professional role with functional specialty, and working knowledge of strategic planning, employment related laws, project management, and internal consulting.
• Substitutable Education & Experience: None.
• Required Certifications/Licensure: None
• Required Training: Identifiable strengths in the functional components of HR including recruitment & retention, employee relations, compensation & benefits administration, and training/staff development.  High level of both written and verbal communication skills are required. Microsoft Office Suite.