This position is Monday-Friday, onsite at Manchester Hospital. POSITION SUMMARY: The Senior HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The position serves as a consultant to management on human resource-related issues. The successful Senior HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs, communicating needs proactively to develop integrated solutions. The Senior HR Business Partner adds value to clients by utilizing tools, methodologies and processes to support leaders in accomplishing established business objectives. EDUCATION/CERTIFICATION: + Bachelor’s Degree in related field required, master’s degree preferred. + PHR/SPHR or SHRM-CP or SHRM-SCP preferred. + Must have access to reliable transportation to travel between multiple work sites; and travel is required in order to perform essential duties. EXPERIENCE: + Five years of progressive Human Resource or related experience. + Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. COMPETENCIES: + Excellent verbal and written communication skills. + Excellent interpersonal, negotiation, and conflict resolution skills to manage sensitive and confidential situations with tact, professionalism, and diplomacy. + Excellent time management skills with the proven ability to meet deadlines. + Ability to function well in a high-paced and at times stressful environment. + Strong analytical and problem-solving skills. + Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, policies and collective bargaining agreements. + Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. + Proficient with Microsoft Office Suite or related software. ESSENTIAL DUTIES and RESPONSIBILITIES: Disclaimer: Job descriptions are not intended, nor should they be construed to be, exhaustive lists of all responsibilities, skills, efforts or working conditions associated with the job. They are intended to be accurate reflections of the principal duties and responsibilities of this position. These responsibilities and competencies listed below may change from time to time. Eastern Connecticut Health Network reserves the right to change or assign other duties and responsibilities to this position + Conducts regular meetings with respective business units. + Consults with line management, on interpretation and implementation of policies & procedures and collective bargaining agreements. + Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. + Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. + Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. + Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, corrective action). + Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. + Provides guidance and input on business unit restructuring, workforce planning and succession planning. + Identifies training needs for business units and individual executive coaching needs. + Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. + Develops, implements, and evaluates employee developmental and educational programs. + Provides data, metric reports and analysis to leadership regarding employee trends.