Position Highlights:

The Human Resources Business Partner (HRBP) is responsible for aligning HR's expertise and resources with Moffitt's business objectives in a client services model. The HRBP utilizes HR best practices and industry knowledge to provide feedback and insights to senior HR leadership, HR management and relevant key stakeholders in the development of appropriate solutions. The HRBP will work directly with leadership regarding talent planning, retention and engagement, organizational design and effectiveness, team member communication, diversity, and various other HR programs in support of achieving business goals. Responsibilities include overseeing critical human-capital issues facing the business unit and delivering value-added HR support to Moffitt leaders. Maintains a high level of business literacy about the business units' strategic business plans. Engages with HR leaders and team members to create partnership and integration of services provided by the various HR Operations functional teams. Influences and drives the overall success and effectiveness of the HR function and organization. Models and promotes Moffitt’s values-based behavior and culture.

Responsibilities:

• Strategic Partnership

• In coordination and under the direction of the SWM Manager, work directly with operational unit leadership regarding talent planning, retention & engagement, organizational design and effectiveness, team member communication, diversity, and various other HR programs in support of achieving business goals.
• Understand the business strategy of assigned client groups and proactively participate in the design and implement people strategies that support business-specific objectives, cross functional strategic initiatives, and organizational effectiveness.
• Serve as partner and advisor to line management on a full range of HR and related business subjects, and act as the key facilitator and communicator in implementing HR programs within the organization.
• Partner with client groups to align and provide HR service, expertise, insight and solutions to advance the organization’s mission, values, and business objectives.
• Effectively balance business partner responsibility with team member advocacy and build a positive culture and work environment in order to support an engaged and productive workforce.
• Conduct purposeful rounding and customer engagement meetings with all assigned customer areas to understand the needs and trends across the organization and to support the successful alignment of talent management, culture and engagement strategies.
• Create and provide regular detailed reports regarding findings, outcomes and proposed solutions from the ongoing rounding and customer engagement meetings.

• Advise and provide expertise and guidance on complex team member relations matters.

• Partner with Team Member Relations with respect to complex issues and investigations.
• As indicated and appropriate, provide advice (coaching & counseling) on performance management to leaders.
• Maintain in-depth knowledge of legal requirements related to day to- day management of team members, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required.
• Ensure proper record keeping of case files and documentation provided in the proper HRIS system and folders.
• Ensure the HR leadership team is appropriately briefed and consulted on matters pertaining to their assigned work units.

• Provide coaching and guidance to leaders in support of effective prioritization and delivery of an engaging team member experience.

• Culture & Values: Partner with the business unit leaders to ensure there is alignment between departmental guidelines and practices and Moffitt's culture and values.
• Provide support to the Organizational Development processes and practices such as Professional Development, Leadership Development, Education & Learning, Succession Planning, and functional career progression processes (as applicable).
• Provide processes around organizational design, career ladder frameworks, and communication plans.

• Engages with HR leaders and team members to create partnership and integration of services provided by the various HR Operations functional teams.

• Partner with functional HR and other stakeholder teams to address business-wide issues/projects to drive critical core processes and process improvements.
• Partner with the HR SWM Manager and serve as the workforce management liaison with the Talent Acquisition teams regarding collaboration, hand offs, and consistent processes related to the job description, equity analysis and transfer procedures.

• Provide training to leaders on HR processes, and management practices and programs.
  • Partner with OD to provide coaching, training and insights around the management of people that grow the leader's effectiveness.
  • As part of new leader onboarding provide newly hired/promoted leaders with introductory HR training to ensure they have basic understanding of existing internal HR policies, regulations, systems, processes, practices.

Credentials and Qualifications:

• Bachelor’s Degree in Human Resources, Communications, Business, Psychology, or related field.
• 5+ years human resources experience in client consulting in human resources, organizational development, or related talent planning management field, including experience resolving complex employee relations issues.
• 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.
• Demonstrable experience developing partnerships with business leaders.
• Experience in leading others either through direct supervision, or leading project teams.

Preferred:

• Master’s Degree in Human Resources, Communications, Business, Psychology, or related field.
• Employee Relations professional certificate; and/or AWI (Associate of Workplace Investigators) certification; and/or SHRM Workplace Investigations Specialty Credential.
• PMP
• PHR/SPHR, or SRRM-SCP/SHRM-CP.
• Prior experience supporting executive level clients with HR and/or Org. Design matters.
• Experience in an academic medical center or research setting is a plus, but not a requirement.