Human Resource Business Partner -Clinical - (Doctors/Physician Assistant/Nurses)

Human Resource Business Partner - Clinical (Doctors, Physician Assistants, Nurses)

Applicants are invited to fill the following vacant position at St. Jude Hospital:

Human Resource Business Partner (HRBP) – Clinical

(Doctors, Physician Assistant, Nurses)

QUALIFICATIONS AND EXPERIENCE

- Bachelor’s degree in Human Resources, Business Administration, or a

  related field; Master’s degree preferred.

- Minimum of 5 years of HR experience, with at least 3 years in a healthcare

  or clinical setting.

- Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is

  highly desirable.

- Proficiency in HRIS systems, Microsoft Office Suite, and data analysis          tools.

- Commitment to continuous professional development and staying current     with advancements in HR practices.

Job Summary: The Human Resource Business Partner will be responsible for partnering with clinical leaders to drive HR strategies that support the delivery of high-quality patient care. The role includes talent management, employee relations, performance management, and organizational development. The HRBP will act as a trusted advisor, ensuring HR initiatives align with clinical goals and contribute to a positive employee experience.

Key Competencies:

-          HR Expertise: Deep understanding of HR principles, practices, and             employment laws, particularly in the healthcare context.

-          Strategic Thinking: Ability to align HR strategies with clinical                   goals and contribute to long-term organizational success.

-          Leadership: Strong leadership and influencing skills, with the                   ability to inspire and motivate others.

-          Communication: Excellent verbal and written communication                   skills, with the ability to convey complex information clearly and                 effectively.

-          Problem-Solving: Strong analytical and problem-solving skills,                 with a focus on finding practical solutions to HR challenges.

Key Responsibilities:

-          Strategic HR Partnership:

-          Collaborate with clinical leaders to understand their strategic goals             and workforce needs, ensuring HR initiatives support business                     objectives.

-          Develop and implement HR strategies tailored to the clinical                       section, addressing staffing, retention, and workforce development.

-          Lead change management initiatives, helping non-clinical teams                 navigate organizational changes and transformations.

-          Talent Management:

-          Oversee recruitment efforts for clinical positions, ensuring the                     attraction and retention of top talent. Coordinate onboarding

           programs to integrate new hires effectively.

-          Implement and manage performance appraisal systems, providing               guidance on setting performance standards and conducting                         evaluations.

-          Develop and maintain succession plans for key clinical roles,                       identifying and preparing future leaders.

-          Identify training needs and coordinate professional development                 programs to enhance clinical skills and leadership capabilities.

-          Employee Relations:

-          Address and resolve employee relations issues, including conflicts,               grievances, and disciplinary matters, in a fair and consistent                       manner.

-          Ensure the consistent application of HR policies and procedures                   within the clinical section, providing guidance and support to                       managers and employees.

-          Act as a resource for employees, providing guidance on HR-related             matters and facilitating open communication.

-          Operational Efficiency:

-          Streamline HR processes and workflows to improve efficiency and               service delivery within the clinical section.

-          Lead or participate in HR projects and initiatives that drive                         organizational improvement and support clinical objectives.

-          Drive continuous quality improvement initiatives, involving staff in               identifying and implementing changes.

-          Identify opportunities for continuous improvement in HR practices               and processes, implementing best practices and innovative                         solutions.

-          Communication:

-          Build strong relationships with non-clinical leaders, acting as a                   trusted advisor and advocate for HR initiatives.

-          Communicate HR policies, programs, and initiatives clearly and                    effectively to clinical staff.

-          Facilitate collaboration and communication between clinical                         departments and HR, ensuring alignment and coordination.

-          Performance Management:

-          Design and implement effective performance appraisal systems                   tailored to clinical roles, ensuring they align with hospital objectives             and standards.

-          Develop and implement incentive programs that recognize and                   reward high performance and exceptional contributions from clinical             staff.

-          Coordinate with hospital leadership to establish awards and formal             recognition ceremonies that highlight outstanding achievements.

-          Develop and coordinate continuing education programs to help                   clinical staff maintain and enhance their professional skills.

-          Professional Development:

-          Stay updated with the latest HR trends, best practices, and                         regulatory changes relevant to the healthcare industry.

-          Maintain professional HR certifications and pursue additional                       certifications relevant to the role.

-          Engage with professional HR organizations and networks to stay                 connected with industry peers and gain new insights.

Salary will be paid in accordance with the experience and requirements of the post with the terms stipulated by The Board of St. Jude Hospital.

Applications accompanied by resume and certified certificates should be submitted no later than Friday, August 8, 2025.

             (Whilst we thank all applicants, only short-listed candidates will be contacted)