Ocala, Florida, Description Manager & Associate HRBP- AdventHealth Ocala Location Address: 1500 SW 1 st Ave Ocala, Florida 34471 Top Reasons To Work At AdventHealth Ocala Horse Capital of the World Driving distance to Gainesville, St. Augustine, Orlando, Tampa, Sarasota Part of the community since 1898, providing healthcare to Marion County for over 120 years Florida Hospital Ocala offers a broad spectrum of services, with programs that are nationally recognized and accredited Spectacular springs throughout the county Work Hours/Shift: Full -Time GENERAL SUMMARY: The Associate Human Resources Business Partner (A-HRBP) is responsible for providing a proactive, practical, and valued HR perspective in partnership with facility leadership. The A-HRBP will serve as a consultant to management on human resources related issues, while serving as a change agent. The A-HRBP provides input into HR programs, initiatives, and service delivery strategy based on business needs and advises on the deployment and delivery of HR initiatives, and provides support to HR Business Partner on the HR strategic plan. The A-HRBP serves as a partner to shared services as needed and is a key player in the implementation of strategic value-added programs on behalf of facility and COE strategy, ensuring facility alignment in support of attracting, motivating, and retaining top talent. The A-HRBP will possess strong interpersonal and communication skills, the ability to develop cohesive solutions, diagnose issues, influence and guide all levels of management. PRINCIPAL DUTIES AND JOB RESPONSIBILITIES : Provides guidance for front line leaders to include but not limited to coaching, counseling, career development, policy interpretation and application. Establishes relationships in order to work as a trusted partner and advisor to facility leadership. Maintains open communication in order to execute programs, services and solutions to enable successful achievement of facility and department business objectives. Advises on practices related to workforce planning and recruitment, leadership development, employee development and training, performance management and compensation reviews, career and succession, workforce analytics and organizational effectiveness within specific business unit(s) as designated. Partners in the development and leads in the implementation of HR programs and initiatives at a local or regional level. Manages HR goals and action in line with the organization and facility strategic initiatives. Partners on Performance Review Committee projects as assigned, providing decision support data and researching and implementing solutions. Responsible for department and/or facility specific workforce planning by partnering with line managers in forecasting and planning their talent pipeline requirements as directed. Drives discussions related to workforce and organization design changes based on business needs, organizational capability, and provides recommendations. Consults with HR Shared Services, utilizing knowledge of market trends that may impact future talent sources in the market, to facilitate talent acquisition strategies. Works with talent acquisition on strategies to support departmental labor demand models. Consults on recruitment, staffing needs, position and job code changes. Designs and delivers on new hire experience, onboarding, and orientation to align to business objectives and culture integration for new employees. Ensures compliance with immigration regulatory standards by completing the onboarding process for all affected employees, tracking expiration dates and filing and maintaining all necessary paperwork. Spearheads compliance efforts related to regulatory standards, including generating written responses, reviewing data for accuracy, performing file audits, partnering with shared services document management team, and providing documentation to the appropriate authorities. Collaborates as needed on development, implementation, and communication of HR procedures and policies. Collaborates with leadership to execute organizational development strategies in areas such as performance management, talent and leadership development. Trains and consults leaders on styles and behaviors that improve employee productivity and engagement. Facilitates formal training as appropriate. Identifies performance-related competency gaps and recommends appropriate correction. Engages with shared services on employee relations and separation issues as needed. Reviews analysis provided by shared services compensation regarding market data, assigned pay grades, job codes, alternative options for use of existing job code, job descriptions, merit increases, etc. and provides consultative feedback. Provides recommendation on local compensation strategies and facility-specific compensation decisions. Consults with shared services regarding compliance with established practices and procedures regarding compliance with established practices and procedures. Coordinates execution of employee wellness programs, including incentives and tracking participation. Implements employee engagement programs and initiatives and collaborates with departments regarding HR strategies. Leads projects related to preparation and administration of programs for employee engagement and retention, such as preparing the Employee Direct Report List for the engagement survey. Responsible for planning and coordinating of 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. Promotes ongoing feedback mechanisms for employees to influence the continuous improvement of HR services and processes. Partners with HR colleagues to implement and administer policies and programs. Provides HR education and training on policies and compliance as needed. Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance. Champions recommendations and revisions of policies and procedures. Serves as change agent, demonstrating the ability to influence, negotiate and gain buy-in at multiple levels within the organization. Coaches leaders through change management processes, advising them on the implications of short and long-term decisions, strategies, and large-scale change efforts that will yield sustainable business results. Serves as a champion of the HR operating model. Serves as primary liaison with HR Shared Services to ensure compliance with policies and procedures, and escalate and address issues and risks. Provides a local perspective of business needs and requirements to COE and shared services. Advises the facility on HR programs, processes, policies and service delivery based on the HR operating model and strategic initiatives and programs. May serve as super user of HR technology systems. Monitors workforce data, collects and analyzes HR metrics, identifies trends, formulates insights, prepares reports and presentations, and makes recommendations to drive key business opportunities to influence and drive employee engagement, performance, retention, employee experience, and influence stakeholder and management decision making. Assists in the development, implementation and monitoring of expenditures and addressing variances in human resources department budget. Demonstrates stewardship in facility resources. Provides consultation in the mission integration and culture of facility, specifically providing leadership for the Team components of the AHS Mission Integration standards. Support incorporation of AHS culture and transition to AHS business model for newly acquired business units. Qualifications KNOWLEDGE AND SKILLS REQUIRED: Proficiency with Microsoft Office Suite (Outlook, Word, Excel, PowerPoint) 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 skills Ability to manage numerous projects simultaneously, with organization and accuracy Ability to handle confidential matters with maximum discretion KNOWLEDGE AND SKILLS PREFERRED: EDUCATION AND EXPERIENCE REQUIRED: Bachelor’s degree in HR, business, or related field Minimum 4 years of working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, diversity, performance management, and federal/state respective employment laws; OR Graduate of the AHS Leadership Residency program; AND 2 years of progressive human resource management experience Minimum 1 year of applicable leadership experience This facility is an equal opportunity employer and complies with federal, state and local anti-discrimination laws, regulations and ordinances.