Overview
Human Resources Business Partner – Bronson Medical Group Jobs in Michigan at Bronson Healthcare
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Location
BHG Bronson Healthcare Group
Title
Human Resources Business Partner – Bronson Medical Group
The Human Resources (HR) Business/Organizational Partner plays a strategic and consultative role in aligning organizational objectives with employees and leadership at assigned sites. This role partners with leaders, HR colleagues, and the Center for Learning (CFL) content specialists to develop and implement initiatives that enhance the employee experience and drive organizational effectiveness. The HR Business Partner will maintain deep knowledge of the business unit’s operations, culture, and goals, ensuring that HR strategies and services support and reflect the organization’s mission, values, and patient-centered focus.
Supervisory Responsibilities:
This position has no direct supervisory duties but serves as a mentor and coach to site leadership, influencing people strategies across departments.
Key Responsibilities:
Serve as a strategic partner to site leaders, conducting regular meetings to assess and address HR needs.
Offer consultative guidance on HR matters, including performance management, employee relations, and organizational development.
Analyze workforce data and HR trends to inform decision-making and improve HR programs and services.
Collaborate with Talent Acquisition to ensure a positive and effective candidate experience.
Collaborate with Employee Relations and Engagement on an array of matters pertaining to human resources.
Collaborate with all Total Rewards to provide feedback on various topics In the areas of compensation, benefits, leave, HRIS and other applicable topics.
Collaborate with site leadership to develop action plans that address employee engagement.
Drive retention efforts by developing strategies and conducting stay interviews to keep top talent engaged.
Proactively resolve workplace conflicts and promote a collaborative, respectful environment.
Partner with leadership on performance coaching, career development, and corrective action in conjunction with Employee Relations.
Support initiatives to build a positive work culture, morale, and employee engagement.
Identify training and development needs and partner with CFL to create and deliver appropriate programs.
Evaluate the success of learning initiatives and make adjustments to meet desired outcomes.
Lead or support organizational diagnosis efforts and collaborate on customized solutions.
Assist in implementing action plans based on employee engagement survey results.
Qualifications:
Required:
Minimum of 10 years’ experience in HR, including resolving complex employee relations issues.
Strong knowledge of HR disciplines, including compensation, engagement, organizational development, inclusive practices.
Knowledgeable of labor and employment laws such as NLRA, FMLA, FLSA, Title VI, Title VII, Title IX, and ADA.
Bachelor’s Degree.
Skilled in group facilitation with clear outcomes and purpose.
Preferred:
PHR or SHRM-CP or SHRM-SCP certification.
Experience in organizational development and training needs assessment.
Prior experience in Human Resources Business/Organizational Partner role.
Required Core Competencies:
Approachability: Is easy to approach and talk to; spends extra effort to put others at ease; can be warm, pleasant, and gracious; is sensitive to and patient with the interpersonal anxieties of others; builds rapport well; is a good listener; is an early knower, getting informal and incomplete information in time to do something about it.
Collaborates: Demonstrated ability to work cooperatively with others across the system to achieve shared objectives. Does what is best for the Bronson Healthcare system and always has the patient experience as the first priority. Partners with others to get work done. Gains trust and support of others.
Composure: Is cool under pressure; does not become defensive or irritated when times are tough; is considered mature; can be counted on to hold things together during tough times, can handle stress; is not knocked off balance by the unexpected; doesn’t show frustration when resisted or blocked; is a settling influence in a crisis.
Conflict Management: Steps up to conflicts; seeing them as opportunities; reads situations quickly; good at focused listening; can hammer out tough agreements and settles disputes equitably, can find common ground and get cooperation with minimum noise.
Customer Focus: Is dedicated to meeting the expectations and requirements of the internal and external customers, gets first-hand customer information and uses it from improvements, acts with the customers in mind, establishes and maintains effective relationships with customers and gains their respect and trust.
Integrity and Trust: Is widely trusted; is seen as direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences, admits mistakes, does not represent him/herself/their self for personal gain.
Listening: Practices attentive and active listening; has the patience to hear people out; can accurately restate opinions of others even when he/she/ disagrees.
Managing Inclusive Excellence: Manages all kinds of classes of people equitably; deals effectively with all races, nationalities, cultures, disabilities, ages, sexual orientation, and genders; supports equitable, fair treatment and opportunity for all. Is keenly aware of the impact of implicit bias and develops solutions to cultivate a diverse, equitable, engaging and inclusive environment.
Planning: Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules; anticipates and adjusts for problems and roadblocks, measures performance against goals, evaluates results.
Problem Solving: Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems or agendas, is excellent at honest analysis; looks beyond the obvious and does not stop at the first answers.
Organizing: Marshals resources (people, funding, material, support) to get things done, orchestrates multiple activities at once to accomplish a goal, uses resources efficiently and efficiently, uses time and the time of others efficiently and effectively.
Self-Awareness – Reflects on activities and impact on others, proactively seeks feedback without being defensive, is open to constructive criticism and talking about shortcomings, admits mistakes and gains insights from those experiences, knows strengths and developmental opportunities.
Self-Development: Is personally committed, and actively works, to continuously improve himself/herself; understands that different situations and levels may call for different skills and approaches; works to deploy strengths; works on compensating for weaknesses and limits.
Shift
Variable
Time Type
Full time
Scheduled Weekly Hours
40
Cost Center
1280 Human Resources (BHG)
Agency Use Policy and Agency Submittal Disclaimer
Bronson Healthcare Group and its affiliates (“Bronson”) strictly prohibit the acceptance of unsolicited resumes from individual recruiters or third-party recruiting agencies (“Recruiters”) in response to job postings or word of mouth. Unsolicited resumes sent to any employee of Bronson by Recruiters, without both a valid written agreement with Bronson and a direct written request from the Bronson Talent Acquisition Department for a specific job position, will be considered the property of Bronson. Furthermore, no fees will be owed or paid to Recruiters who submit resumes for unsolicited candidates, even if those candidates are hired. This policy applies regardless of whether the Recruiter has a pre-existing agreement with Bronson. Only candidates submitted through a specific written agreement with the Bronson Talent Acquisition Department for a named position are eligible for fee consideration.
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Title: Human Resources Business Partner – Bronson Medical Group
Company: Bronson Healthcare
Location: Michigan
