KPA 1 – Management and Support. The HRBP provides the day-to-day performance management guidance to department management through coaching, career development, counseling, to assigned region group. In this capacity, the HRBP manages and resolves complex employee-relations issues in collaboration with manager.
•
Works with department leadership to develop and facilitate key approaches, addressing individual and organizational needs including but not limited to workforce planning, recognition, succession planning, career development and employee relations.
•
Lead and participate in region acquisition and transition detail and activity.
•
Provides support to stakeholders by coaching them into thinking innovatively about their work processes and team structures with a view of improving the business’s overall efficiencies.
•
Provides informal leadership and mentorship to less experienced team members.
•
Acts as the program/process leader for various HR initiatives as assigned. ie open enrollment, leader education programs, performance management
•
Supports the development of relationships with colleges/universities as part of School affiliation program. Provide requests for School Affiliation agreements and student placements to assigned HRBP, who ensures compliance with AON requirements.
KPA 2 – Analytics. The HRBP analyzes trends and metrics as part of region in partnership with other HR teams to develop and enhance solutions, processes, and programs that address current problems and to avoid future ones. Ie turnover, retention, engagement, complaints, hires, ER issues, leaves of absence, etc.
•
Analyzes and identifies talent trends, risks and opportunities for improvement.
•
Develops recommendations to address risks. Collaborates to implement programs and actionable people management solutions and strategies to achieve measurable improvements in metric results.
•
Participates in continuous improvement initiatives, committees, and special projects.
KPA 3 – Relationships and Collaboration. The HRBP is tasked with maintaining healthy relationships across the region, network and HR team. Conducts regular meetings with their region managers, is the navigator and connection to rest of HR team for expertise related to benefits, extended leaves, compensation and recruitment. Builds, and develops trusted advisory relationships with leaders at all levels.
•
Manages complex employee-relations issues, while simultaneously coaching the relevant managers on management best practices.
•
Coordinates and executes smooth and successful involuntary separations with managers. Prepares and documents as required per internal processes and approvals.
HRBP is a management collaborative advisory role. Teams up with region leadership, management, and HR in determining approaches to matters of job definition, employee relations, training, compensation, and other HR matters to ensure that the activity and approach in place are effective and efficient and appropriate for the practice or region.
•
Actively and positively participates in HR department meetings and contributes to the formulation of solutions for the HR department, business department, and business-wide challenges. Works toward goals for HR operations and transitions.
•
Works collaboratively in remote environment with leaders throughout the network, assisting them in understanding compensation and rewards programs, training and development programs, all AON HR initiatives and aiding in the application of appropriate management and communication best practices.
•
Supports the design, development and training/facilitation of employee/leadership development programs. Ie Respectful Workplace and Enhancing the AON Patient Experience; Commitment to My AON Team.
•
Travels routinely to practices to round with managers and employees.
KPA 4 – Knowledge. The HRBP maintains an in-depth knowledge of the HR/Employment related legal requirements and policies, internal and external, related to the day-to-day management of employees within the business, reducing legal risks, guaranteeing regulatory compliance, and most importantly enabling employee engagement and understanding.
•
Ensures facility compliance with regulatory standards, federal, and state workplace legislation.
•
Facilitates change management by optimizing organizational readiness and the contribution and engagement level of employees via leaders leading.
•
Administers HR policies, programs, and practices; ensures compliance and alignment with practice and region goals.
•
Performs other duties and projects as assigned by the HR Director and VP HR.
Works with leader to assess and execute transitions in region. Transitions including acquisition and unwind transactions. Onboarding or offboarding employees.