Lead Director - Human Resources Business Partner

THE POSITION:

Lead Director+Business+Excellence

The Lead Director- Human Resources Business Partner will provide leadership to the HR BP team and will be responsible for the entire gamut of HR activities touching the employee life-cycle at various stages across business units. In this position, the individual will oversee the team’s activities, performance, and ensures all programs and procedures stay aligned with the overall organization’s objectives. 

KEY TASKS & RESPONSIBILITIES

Collaborate with Business Leaders/ Units

  • Work closely with business leaders to identify and fulfilL requirements with respect to talent management, assist in problem-solving, and align HR strategies and approaches to produce desired business results

  • Serve as a strategic partner and effective change agent to business leaders and management teams on key human capital issues

  • Collaborate with the center of excellence (CoEs) and enterprise shared services to provide best-in-class talent management, organizational development, employee relations and compensation and benefits solutions to the business

  • Influence leaders to make effective current and future talent decisions and develop effective workforce plans

  • Work in collaboration with HR and operations team across Access Healthcare locations to align with priorities, framework, processes, and tools.

  • Facilitate meetings with operation managers, focus groups, subject matter experts, and arrange for developmental workshops to help build capabilities within the organization

Employee Engagement and Development

  • Provide developmental coaching and feedback to leaders and people managers

  • Advise the business in establishing clear and enticing internal career paths for their organizations

  • Execute and build upon existing performance programs (talent reviews, appraisal processes); and identify opportunities to strengthen the status quo

  • Work with HR Operations and Shared Services teams to execute regularly occurring reorganizations and employee changes

  • Work closely with Managers to coach, facilitate team development, and embed workforce development projects into the respective KRAs

  • Provide expertise on the development of objective setting and employee development planning

  • Design and implement best-in-class assessment and development practices to nurture top talent

  • Address employee issues

Program Management

  • Serve as a program manager for large-scale HR projects as assigned

  • Facilitate and present team development presentations, exercises, models, and activities

  • Develop and implement competency development programs to support the organization’s succession plan

  • Lead performance assessments, program manage key assessment interventions to create a high-performance culture

  • Program manage automation initiatives for people practices across locations

  • Analyse data to identify trends in attrition, employee engagement surveys, pulse sessions and recommend interventions

  • Develop and monitor HR BP team’s performance by tracking key metrics for continuous improvements

  • Demonstrate leadership in building and implementing programs in one or more functional areas of the HR discipline, employee relations, performance management, benefits, compensation, training and organizational development—preferably in the technology or professional services industry during a period of rapid growth

Compliance Management

  • Serve as a custodian for HR policies and the organization’s values and purpose

  • Ensure compliance with all statutory and regulatory requirements

Build HR Brand

  • Partner with the leadership team on compensation strategies enabling the organization’s ability to retain top talent

  • Analyze employee survey results and develop suitable action plans

  • Work in consultation with Executive leaders in implementing organizational improvement initiatives and assure that they are in alignment with the organization’s objectives.

  • Drive HR thought leadership initiatives

  • Represent the organization in conferences, external events, and meetings

Manage conflicts

  • Partner with management on employee relations scenarios other sensitive situations; conduct investigations as required and advise the business on the most effective solution

  • Resolve any escalated issues and risks

Budget Management

  • Prepare budgetary recommendation that meets departmental goals and provide effective management of resources

  • Authorizing expenditures within the allowed financial limits in line with the organization’s financial regulations

KNOWLEDGE AND SKILLS

HR Expertise

  • Provide credible HR guidance to and influence management at all levels, including senior leadership

  • The Director HR Business Partner additionally approves and leads the business’s design and change of management projects initiated by the HR Business Partner department with a view of creating speed and efficiency across the business, which will in turn support rapidly shifting business demands. The Director-HR Business Partner, using his/her experience, also guides the HR Business Partner department in defining labor culture targets in order to realize the measurable business impact.

  • Active commitment to the identification and appropriate resolution of all business issues, whether they are rooted in business problems or are pure compliance concerns

  • Ability to present suitable solutions to complex organizational problems

Strategic Leadership

  • This is inclusive of the identification of high-impact leadership practices within the various department of the business. Besides leadership duties, the Director HR Business Partner also plays a mentorship role to key HR Business Partner personnel, ensuring constant professional growth, and ingraining the departmental culture, and developing succession plans

  • Demonstrate exemplary ethics and integrity, including the ability to handle and maintain the integrity of confidential information

  • Exercise discretion and independent judgment with respect to significant matters

  • Work closely with the senior leadership team to identify and analyze HR needs to create and sustain a high-performing learning culture

  • Strong leadership management skills to lead teams under uncertainty, ambiguity, and constant change, yet able to set priorities and deliver to commitments

Functional Skills

  • Ability to take calculated risks and be commercially savvy.

  • Extensive experience with multiple approaches and technologies related to change, performance management, talent management and development initiatives

Behavioral Skills

  • Ability to manage multiple projects simultaneously

  • Experience in strong stakeholder management

  • Ability to effectively interface with and influence employees/managers/leadership at all levels of the organization

  • Exceptional results orientation with demonstrated organization’s interests and customer-centric perspectives

  • Flexibility and adaptability to shifting priorities and/or organizational needs

  • Ability to take timely and meaningful decisions

  • Organize and manage interdependencies/contingencies

Interpersonal Skills

  • Ability to deliver presentations to large groups at internal events (e.g.: town halls, open house or connect programs) and at external workshops and conferences.

  • Strong organizational and communication skills (both verbal and written) with the ability to interact with and influence leaders at a multitude of levels

ABOUT ACCESS HEALTHCARE:

Access Healthcare provides business process outsourcing, applications services and robotic process automation tools to healthcare providers, payers and related service providers. The company operates from 19 delivery centers in the US, India and the Philippines, and its 11,000+ staff is committed to bringing revenue cycle excellence to its customers by leveraging process automation technologies, best practices, and global delivery. To learn more about  Access Healthcare, please visit https://www.accesshealthcare.com