Overview The HR Strategist (Senior HR Business Partner) serves as a strategic consultant and trusted advisor to one or more business units. This role adds value by deeply understanding the business landscape and implementing world-class people strategies that align with organizational objectives, and fostering shared responsibility for achieving goals. This individual is responsible for developing tailored strategies that promote a culture of inclusion and belonging, as well as enhancing employee engagement, retention, and organizational effectiveness. The Senior HR Business Partner also focuses on workforce planning, succession management, and creative problem solving. Additionally, the position acts as a peer coach and mentor to other members of the business partner team, aiming to enhance the HR Service Delivery Model, strengthen relationship management, and provide insights on best-practice retention strategies. Responsibilities Job Description Core Competencies: Business Acumen: Demonstrates a deep understanding of business and success metrics including financial performance, forecasting, and key organizational metrics related to profitability, loss, and staffing. Communication: Possesses exceptional oral and written communication skills, with the ability to draft clear and concise messages. Effectively conveys information to diverse audiences, tailoring the approach to suit the context and content. Adaptability: Exhibits readiness for change, resilience, and flexibility in response to evolving business needs. Skilled at navigating volatile, uncertain, complex and ambiguous situations. Problem Solving: Brings strong technical and analytical experience, critical thinking, and innovative problem-solving skills. Capable of leveraging data to create compelling narratives. Digital Fluency: Proficient in Microsoft Office, including advanced skills in PowerPoint design and Excel for data analysis, such as v-lookups, filtering, sorting and pivot tables. Job Expectations: Trusted Advisor: Acts as a reliable partner to assigned clients, providing consultation and coaching on performance management, talent development, engagement, organizational design, workforce planning, and restructuring. Engagement and Retention: Advises leaders on assessing team engagement and retention and collaborates to develop actionable plans that drive positive outcomes. Change Agent: Proactively seeks to develop integrative solutions and foster partnerships across the business to deliver value-added services. Engagement Strategies: Provides tools and strategies to enhance employee engagement, satisfaction, and retention. Collaboration with HR COEs: Partners with HR Centers of Excellence to gather necessary information for swift decision-making and issue resolution. Client Relationship Building: Researches and establishes productive relationships with clients to align on business goals, strengths, and opportunities, ensuring timely follow-up on issues and concerns. Leadership Participation: Engages in meetings as an extension of the business unit’s leadership team, focusing on contributing to business growth and competitiveness. Regulatory Knowledge: Maintains an up-to-date understanding of current regulatory and accreditation requirements relevant to healthcare and participates in surveys as necessary. Policy Recommendations: Analyzes and recommends equitable improvements to policies and procedures, ensuring they serve the best interests of both employees and the organization, while identifying process improvements to eliminate roadblocks. Operational Execution: Creates and implements practical, scalable operational tasks, collaborating closely with leaders to monitor and enhance practices for continuous improvement. HR Initiative Support: Assists with the implementation of HR initiatives to promote widespread adoption across the organization. Peer Coaching: Serves as a coach and mentor to other members of the business partner team. Project Leadership: Leads and supports special projects within the HR Business Partner team. Qualifications Required Qualifications: Bachelor’s degree in human resources, business administration, or related field, or equivalent. 10+ years progressive Human Resources experience. 5+ years of experience providing strategic consultation across multiple HR domains, including organizational design and optimization, employee engagement, retention strategies and performance management. 5+ years of experience managing and implementing projects and strategic change initiatives. Preferred Qualifications: Master’s degree. 11+ years of progressive Human Resources experience. Healthcare experience preferred. Experience working in union environments. Experience working in highly matrixed organizations. PHR, SPHR or other HR Certifications. Coaching certification. EEO Statement EEO/AA Employer/Vet/Disabled: All qualified applicants will receive consideration without regard to any lawfully protected status