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AdventHealth AHU - HR Business Partner - Director - Human Resources in Orlando, Florida



The Director –

Human Resources Business Partner (DIR-HRBP) serves as a trusted and

collaborative advisor, providing a proactive, practical, and valued HR

perspective in partnership with facility leadership. The DIR-HRBP serves as the

strategic partner to COE and the champion of value-added programs, ensuring

facility alignment in support of attracting, motivating, and retaining top

talent. This individual possesses strong skills in building relationships,

diagnosing issues, advising, influencing, and guiding all levels of management

on the HR implications of business decisions related to aspects of

people-management and leadership. This individual drive and deploys programs

and strategies for local talent management, development, compensation,

performance management, and workplace rights that facilitate change and

optimize the contribution and engagement level of employees. The DIR-HRBP will

utilize experience and analytics for evaluation of the effectiveness and

efficiencies of HR programs and processes, while making recommendations for

strategic changes. Actively participates

in outstanding customer service and accepts responsibility in maintaining

relationships that are equally respectful to all.


  • Proficiency with Microsoft Office Suite (Outlook, Word, Excel,


Working knowledge of a variety of human resources disciplines,

including employee relations, compensation, performance management, HR

analytics and employee engagement

  • Effective communicator, with strong professional and interpersonal


  • Ability to serve as a consultant on strategic and operational matters

  • Ability to handle confidential matters with maximum discretion

Knowledge & Skills Preferred :

  • N/A


  • Bachelor’s degree in HR, business, or related field

  • Society for HumanResources Management Certified Professional (SHRM-CP), or Professional inHuman Resources (PHR), or Certified Human Resources Business Partner(HRBP)

Education Preferred :

  • Master’s or advanced degree in Human Resources, Organizational

Leadership, or related field

  • 8-10 years HR business partner experience working in with senior

leadership in a healthcare provider setting


  • 5 to 7 years of

progressive Human Resources Management experience;


  • Graduate of the

AHS Leadership Residency program; AND 5 years of progressive human resource

management experience

  • 3-5 years of applicable

leadership experience

Experience Preferred :

  • N/A


Licensure, Certification, or Registration Preferred :

  • Society

for Human Resource Management Senior Certified Professional (SHRM-SCP), or

Senior Professional in Human Resources (SPHR), Certified Human Resources Business

Partner (HRBP), Certified Strategic Human Resources Business Partner (SHRBP)


Demonstrates, through behavior, Florida Hospital’s

core values of Integrity, Compassion, Balance, Excellence, Stewardship, and


  • In partnership

with executive leadership, diagnoses, translates, and defines current and

future business needs into an overall integrated strategic HR plan for the

facility aligned with long-term strategic initiatives of the region and

organization. Focuses on strategic issues that contribute to the growth and competitiveness

of the business.

  • Leverages COE and

shared services partnerships to address facility issues. Drives strategic

initiatives and objectives as a proactive and valued member of executive

leadership team, adjusting strategy to respond to changing needs.

  • Responsible for

facility HR oversight and, where applicable, serves as executive sponsor of

regional talent strategies and execution as determined by the HR strategic and

operational plans and contributes to functional and cross-functional


  • Provides expert

advice, influencing business decisions impacting and related to all aspects of

people management and leadership. Serves as a consultant, most frequently on

issues related to strategy execution and change, talent management, employee

engagement, and performance management by understanding the key drivers of the

business and how effective human capital management strategies can assist with

achieving organizational goals.

  • WorkforcePlanning & Org Design


for planning and approval of labor demand model, workforce, and strategic

planning. Oversees facility reorganization efforts, including partnering with

employee relations to execute transition plans associated with reduction in

workforce, outsourcing, and regionalization initiatives.

  • TalentAcquisition & Onboarding

Monitors internal

metrics and external market developments to diagnose sources of current and

potential retention challenges. Diagnoses critical talent needs and gaps

throughout the facility, partners with COE talent management, and leads in

development of strategies to address talent needs at a local level. Sets

strategic objectives for new hire experience components to include, but not

limited to, selection, onboarding, new hire orientations.

  • Compliance

Oversees and manages compliance efforts related to

regulatory standards, including serving on compliance committees and providing

documentation to the appropriate authorities.

  • PerformanceManagement & Talent Development

Partners with executive leadership in the

development of organizational development solutions. Assess organizational

capabilities by identifying competency and talent gaps, ensuring development of

human capital resources, and performing talent assessments and succession

planning aligned with current and future performance standards and

organizational goals. Serves as a strategic partner concerning escalated

employee relations issues.

  • Leads the institutional effectiveness process in respective area of

responsibility by implementing, monitoring, documenting, and completing all

required assessment activities in a timely manner.

  • Compensation& Pay Programs

Partners with COE regarding organization compensation

strategies and leads local compensation strategies as appropriate, facilitates

annual compensation decisions, administration and accompanying guidelines.

  • Wellness /Benefits

Develop and champion employee wellness programs

aligned to organizational mission and in support of business objectives.

  • Rewards,Recognition & Engagement


with facility executives to evaluate and lead a comprehensive strategy to

engage, motivate, and retain employees. Sets strategy for employee events,

projects, and communication, utilizing employee experience partner for support.

Examples may include: service awards programs and events, mailing projects,

employee related functions, reward/recognition, local job fairs, open

enrollment events and communication. Owns or partners with internal

communication to coordinate employee communications.

  • Policies

Reviews and benchmarks the internal and

external environment to improve HR policies and initiatives. Identifies and

drives the sharing of best practices across functions to facilitate continuous

improvement. Oversees and manages compliance efforts for employment related

policies. Provides guidance to leadership in the administration and

interpretation of policies, assuring consistent administration.

  • HR Knowledge

Maintains knowledge of

progressive HR practices and key trends in talent. Ensures compliance measures are maintained

for all regulatory and legal requirements.

  • ChangeManagement

Serves as a strategic change agent, demonstrating the

ability to influence, negotiate and gain buy-in at all levels within the

organization. Drives employee engagement and change management activities.

Coaches executive leadership through change management process. Leverages and

tracks early dynamic condition indicators that may impact the success of

achieving and sustaining change/success.

  • Super user ofOperating Model and Technology

Serves as a champion for the HR operating model and

serves as the primary liaison between the facility leadership and COE to ensure

that services and solutions are driving business objectives and aligned with

facility needs. Serve as a trusted partner, initiating and maintaining

effective communication with facility leaders, HR Shared Services, and Centers

of Expertise. Identifies new opportunities for HR to add value to the business.

  • HR Analytics

Utilizes workforce data analytics and business metrics

to identify and analyze talent implications, trends, formulates insights, and

makes recommendations on key business solutions and opportunities to influence

and drive employee engagement, performance, retention, and influence leadership

decision making.

  • Budget

Meets financial objectives by developing, implementing

and owning human resources budget, scheduling and monitoring expenditures, and

analyzing and addressing variances.

  • MissionIntegration & Culture

Provides leadership and influence in the mission integration and

culture of facility aligned with AHS Mission Integration standards.

The above statements reflect the generalduties and responsibilities necessary to describe the principal functions ofthe job, as identified, and shall not be considered an exhaustive list of jobresponsibilities which may be inherent in the job. Responsibilities are subjectto change.

Job: Human Resources

Primary Location: US-FL-Orlando

Position Location AdventHealth University

Organization AdventHealth Central Florida

Schedule Full-time

Shift Day

Job Level Director

Education Level Bachelor's Degree

Travel No

Job Posting Aug 22, 2019, 1:52:27 PM

Req ID: 284881

We are an equal opportunity employer and do not tolerate discrimination based on race, color, creed, religion, national origin, sex, marital status, age or disability/handicap with respect to recruitment, selection, placement, promotion, wages, benefits and other terms and conditions of employment.