Human Resource Business Partner - Non-Clinical ( Adminsitrative & Support Staff)

Human Resource Business Partner - Non-Clinical (Administrative & Support Staff)

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

Human Resource Business Partner (HRBP) - Non Clinical

(Administrative & Support Staff)

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 non-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 Administrative and support services leaders to      understand their strategic goals and workforce needs, ensuring      HR initiatives support business objectives.

- Develop and implement HR strategies tailored to the non-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 non-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 non-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 non-clinical and support services 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 non- clinical section.

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

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

- Performance Management:

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

- Develop and implement incentive programs that recognize and        reward high performance and exceptional contributions from non-  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       non-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)