People. Performance. Possibilities. These words describe the focus of our Human Resources team... supporting the mission of HCA, one of the largest healthcare providers in the world: "Above all else, we are committed to the care and improvement of human life."
We gladly welcome you to Chippenham Hospital, a 466-bed acute care hospital. Opened in 1972, Chippenham Hospital and its sister facility, Johnston-Willis Hospital, have provided and continue to provide a wide range of services to Central Virginia.
Chippenham Hospital is a Level II Trauma Center and a Certified Chest Pain Center. They see more adults and adolescents in their ER and pediatric ER than any other hospital in the area. Chippenham is proud to be the region's first choice for orthopedics, joint care, behavioral health (at Tucker Pavilion) and cardiovascular care (at Levinson Heart Institute).
The Human Resources Business Partner (HRBP) will be based at Chippenham Medical Center in Richmond, VA, and will partner with leadership, hiring managers and all staff levels on employee relations, employee engagement, process and policy, change management and other HR support.
The HRBP will report to the Vice President, Human Resources (VP,HR) and be responsible for the following:
Implement Business and HR strategy and programs
Engage designated leaders to understand talent needs of the businesses and define people strategies
Implement HCA-wide and LOB or location-specific HR initiatives
If applicable, work with the VP of HR and the Labor Relations Center of Excellence to support Labor Relations strategy (i.e., grievance procedures must involve Labor Relations).
Advise leaders on people issues
Provide HR observations related to departmental issues in meetings and one-on-one. Interpret talent management data for departments and work with VP of HR to develop appropriate initiatives.
Coach designated leaders through change management, performance management issues, etc.
Respond to leader questions and requests for information, point them to appropriate self-service tools
Deploy development programs
Advise leaders on learning and organizational development. May include program implementation such as ensuring completion of employee development plans, updating the succession plan and implementing other programs and tools.
Deploy HCA career development program tools and processes. Includes coaching leaders, participating in employee career counseling and feedback sessions, equipping managers with standard tools for coaching, feedback & planning.
Support Employee & Community engagement
Promote and foster a healthy work environment; raise awareness of available programs to assist employees. Implement appropriate employee engagement programs and union avoidance initiatives (as applicable)
Prepare/coordinate events e.g. holiday celebrations, employee recognition events, service awards, community support
Coordinate and facilitate employee activity groups and other employee teams (peer reviews)
Interpret and drive departmental action planning as a result of employee engagement surveys; assess facility "temperature" through formal and informal sensing and plan actions with department managers
Counsel managers and employees on situational issues; resolve employee conflicts
Implement business performance, quality and patient care initiatives
Partner with designated leaders to uphold all compliance standards (Joint Commission, Dept. of Labor, HR policies, etc.) and create an environment of compliance/excellence
Support employee relations, ethics, or compliance investigations (initial interviews & fact gathering); maintain tracking for issues/concerns and handle inquiries from employees or managers
Deploy performance management/appraisal program tools and processes in their assigned facility areas. Includes coaching, participating in assigning ratings, feedback sessions and developing performance improvement plans.
Advise designated leaders on performance counseling and discipline procedures; consult on suspension or termination of employment actions; provide information on RIF processes and severance
Escalate major issues to VP of HR and/or HR Center of Excellence/HR Service Centers when appropriate
Support measurement of productivity and addressing of productivity issues
Implement emergency response plans with appropriate leaders
Execute HR operational excellence
Work with VP of HR and all HR Centers of Excellence to give feedback on strategies and programs to more effectively meet the needs of businesses
Prepare managers for the compensation planning process and provide compensation budget information.
Support Total Rewards COE with benefits enrollment at facility level
Work with designated department leaders on workforce planning, including position control/review; aligning with budget, productivity metrics, resourcing processes, etc. Review and localize job descriptions and compensation with Recruiting and Compensation Centers of Excellence. Assist leadership with temporary/PRN workforce planning & implementation, internship/externship placements and other non-RFT talent processes.
Perform worker's comp intake processing; support applicable employee leave of absence/return to work administration at facility level (advising employees on process, completing necessary onsite paperwork, etc.)
Facilitate local interview process for hiring. Develop and deliver local onboarding and facility orientation programs
Support effective leader and employee communications
Support utilization of the HR support model; guide employees to the appropriate channel and ensure proper utilization of HR policies and processes
Join our HealthONE family -- the largest healthcare system in the Denver metro area. Eight world-class hospitals. 40+ outpatient facilities. Countless opportunities.
HealthONE is an equal opportunity employer.