Description
This individual will ensure CHRISTUS Health's Human Resources Strategy Associates (HR Business Partners) are able to serve as effective strategic business partners to their CHRISTUS stakeholders. Implements the plans, programs, and agenda to effectively onboard and develop HR Business Partners. The Talent Management Consultant partners with HR Leaders to determine training needs, develop training programs, and demonstrate current program effectiveness through a consistent application of the overarching learning philosophy. The consultant will design, update, and implement in-house, and vendor-provided training programs using a variety of delivery methods; including but not limited to classroom, individual, self-paced, and computer-based training. Serve as the lead TM Associate with regard to key HR Business Partner development initiatives such as the HRBP Summit and onboarding process. MAJOR RESPONSIBILITIES- Manages coordination of various learning activities impacting the HR Strategy Team including onboarding, the HR Business Partner summit, and continuous development initiatives.
- Responsible for developing, curating, and monitoring completion of the online HR Business Partner onboarding program.
- Collaborates with HR Leadership team and Talent Management COE Leadership Team to assess system-wide or ministry-specific training needs within Human Resources to empower local HR Associates to become better strategic partners.
- Manage relationships with stakeholders and customers for better understanding of the business requirements in developing any strategy related to HR strategy.
- Analyzing feedback, data reports and metrics from multiple sources (engagement surveys, focus groups, exit interviews, etc) to determine potential developmental needs of HR Business Partners
- Conducts research to remain up to date on best practices related to HR Management and Associate relations.
- Advise the Director of Performance Management & Engagement with respect to issues and needs.
- Advising, coaching, and counseling Associates, managers, and business leaders on talent management
- Reviewing and improving integration between different processes to enhance delivery.
Training Delivery - Deliver informal and formal learning solutions in a manner that both engages the learner and produces the desired outcomes; managing and responding to learner needs; ensuring that the learning is made available in appropriate platforms and delivered in a timely and effective manner.
Evaluating Learning Impact - Gathering, organizing and analyzing information regarding the impact of learning solutions against key business drivers; presenting the information in a way that is meaningful to the organization; using learning metrics and analytics to inform organizational decision making.
General - Demonstrate strong communication and human relationship skills.
- Maintain and demonstrate good teamwork on assigned projects through actions and job performance.
- Provide effective customer service by being courteous, polite and friendly at all times. Acknowledge customers timely in order to determine their need and help the customer resolve the issue or request. Participate in departmental programs that promote and deliver exceptional customer service. Ensuring the services that he/she provides contribute to the successful accomplishment of the primary mission of the department.
- Responsible for analysis, design, development, implementation of and post-implementation support of strategies that will further the organization's business and healthcare delivery success.
- Pursue professional growth and development through personal reading, seminars, workshops and professional affiliations to keep abreast of the trends in his/her field of expertise.
- Perform other duties and special projects as assigned by the Director of Performance Management and Engagement.
Requirements
A. Education/Skills- Bachelor's degree in business, human resources, or related field strongly preferred. Relevant comparable experience may be considered in lieu of a Bachelor's degree.
- Master's degree in organizational development, industrial/organizational psychology, human resources, learning and development, or a related discipline preferred. Relevant comparable experience may be considered in lieu of a Master's degree.
B. Experience - Three or more years of experience in a Strategic Human Resources or Talent Management role.
- Demonstrated experience working effectively with leaders at different levels of the organization.
- Demonstrated experience in getting things done through networking and collaboration in a complex, matrixed environment.
- Knowledge of content area including theory, methods and concepts. Ability to transform theory, methods, and concepts into understandable, tangible designs and measurable results.
- Expert knowledge of HR Management and Employee Relations. Ability to transform theory, methods, and concepts into tangible designs with measurable results.
- Technical expertise in mapping training needs requirements against business goals and objectives.
- Knowledge of needs assessment methodologies, design alternatives, training evaluation, and continuous improvement.
- Effective presentation skills. Excellent written and oral communication skills.
- Experience designing, implementing, monitoring, and evaluating training programs.
C. Licenses, Registrations, or Certifications- PHR or SPHR certifications preferred.
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