Human Resources Business Partner - Get Hired Fast

We are hiring an enthusiastic Human Resources Business Partner to join our awesome team at The University of Texas MD Anderson Cancer Center in Houston, TX.
Growing your career as a Full Time Human Resources Business Partner is a great opportunity to develop competitive skills.
If you are strong in communication, decision-making and have the right initiative for the job, then apply for the position of Human Resources Business Partner at The University of Texas MD Anderson Cancer Center today!

The mission of The University of Texas M. D. Anderson Cancer Center is to eliminate cancer in Texas, the nation, and the world through outstanding programs that integrate patient care, research and prevention, and through education for undergraduate and graduate students, trainees, professionals, employees and the public.SUMMARYThe HR Business Partner, Strategic Partners influence assigned client areas, while teaming with leadership to optimize talent, structure, processes, the employee environment and culture. Responsible for the delivery of all HR services whether delivered personally or in collaboration with colleagues in HR. Leverage knowledge in the following areas to support achieving our institutional goals and mission.
• Employee relations
• EEO and ADA
• Training and development
• Benefits
• Compensation
• Organizational development
• Talent management
• Talent acquisition
• Rewards and recognition
• HR processes and systemsJOB SPECIFIC COMPETENCIES

Operational Activity

• Lead the institution around established HR principles and practices through daily interactions with assigned clients.
• Identify development needs and trends in the organization, recommend and implement a variety of programs and initiatives.
• Provides leadership and expertise to cross-functional teams and participates in cross-functional initiatives.
• Use compelling arguments to persuade and gain the support and commitment of others.
• Understand institutional strategy and alignment of the clients support.
• Define problems from the perspective of the stakeholders and develop creative, impactful solutions.
• Provide counsel on a broad spectrum of issues and opportunities, including risk mitigation and resolution of employee relations.
• Clarify, interpret and ensure compliance with HR policies and procedures.
• Take appropriate risks, provide candid observations and influence others in a caring, respectful and productive manner.
• Develop a trusted and valued working relationship as an advisor for clients.
• Serve on Institutional committee's as designated in support of institutional initiatives.

• Responsible for reviewing all employees nominated for institutional brand representation, awards and recognition and providing a recommendation
• Responsible for serving as the institution's representative in all employee TWC claims, partnering with the claim's administrator and employee's leadership.

Business Integration

• Develops, analyzes, and leads all programmatic efforts aimed at supporting and advising employees, faculty, students/trainees & contingent workers.
• Collaborates with departments, and divisions across the institution to ensure effectiveness and to advance the initiatives for MD Anderson's institutional strategic priorities.
• Establishes and cultivates professional relationships with internal and external stakeholders i.e. faculty, classified, Administrative, students/trainees & contingent worker employees.
• Executes and develops a variety of plans requested by Client leadership and guides their implementation and integration.
• Partners with senior leadership to understand complex issues related to their area around, position descriptions, compensation, work force needs, training & culture. Collaborate, develop and implements appropriate solutions.
• Proactively evaluates and identifies opportunities for enhancement, growth and new opportunities of services and recommendation of new services for departments, divisions or institution.
• Coordinates necessary support for follow-through with key clinical partners and provides leadership and direction for the teams and individuals to sustain the necessary momentum needed to effectively integrate and build new clinical programs.
• Assists with the ongoing efforts to integrate UTMB, LBJ, Texas Women's and other affiliate operations to meet and/or exceed MD Anderson's HR operational standards. Collaborative

• Partner with client groups and Human Resources Centers of Excellence to align their strategies, cultures, processes and organization structures with the needs of the institution by providing a full range of organization effectiveness and consultation services.
• Frequently sought out within HR as a subject matter expert on the client's business, leadership personalities and the political landscape.
• Responsible for the delivery of all HR services whether delivered personally or in collaboration with COE's.
• Maintains a working knowledge of all process/ procedures to ensure support for employees or leaders.
• Provide leadership and expertise to cross-functional team and participate in team initiatives.
• Partner with client groups and HR partners to develop strategic communication plans.
• Partner with client leaders and recruiting to develop workforce plans and staffing models that support business objectives and advance the business and functions.
• Lead change efforts amongst peers in the Division of HR.
• Assist in implementing and enhancing new or existing HR programs and initiatives.
• Advises and provides guidance to employees and leaders around the area of extended employee leave or the need for employment accommodation
• Serves as the liaison between departmental leadership, employee, Legal and the Leave Center to ensure compliance and timely processing of ADA requests.
• Review request with departmental leadership regarding ability to accommodate versus undue hardship.
• Assist with communications between departmental leadership, Leave Center and employee.

Compliance Oversight

• Ensure compliance with existing policies and practices as well as external regulatory agencies.
• Investigates possible violations with the Conflict of Interest and Conflict of Commitment Policy and collaborates with Institutional Compliance when appropriate.
• Leads the management of internal processes to ensure compliance when regulatory agencies such as Joint Commission or CMS visit with surveyors.
• Created policies and procedures along with a technological solution to ensure the institution complied with CMS vaccine mandate, which included collection of vaccine data both from current and new employees, along with a separate process to ensure exempted employees were managed in line with CMS guidelines.

Accreditation & Credentialing

• Responsible for planning ongoing file audits throughout the year to include individual departments and bi-annual institutional audit
• Collaborating with external parties and clients to review accreditation processes to ensure they are in alignment with current Joint Commission HR Standards
• Reviewing and updating HR documentation and policies to align with changing Joint Commission HR Standards
• Developing and updating training modules and tools used by institutional leaders to prepare for both random and scheduled surveyor visits
• Training HR COEs and providing them with recommendations to update processes to ensure compliance
• Develop and maintain relationships with institutional Joint Commission Consultants to ensure ongoing readiness
• Develop and implement analytical and compliance tools in order for leadership to maintain their required compliance
• Leading HR as subject matter experts, in the command center and with surveyors, during both unscheduled and scheduled surveyor visits
• Provides leadership and direction regarding client engagement and responsibility around employee licensure, certification and registration.
• Provide recommendation for policy development, process and enforcement to include technological solutions in an effort to ensure institutional compliance.

Strategic

• Influence innovation in the client's use of the HR programs and activities to support effective business solutions.
• Analyze complex issues, design effective solutions and facilitate change.
• Capitalize on opportunities to share best practices and deliver effective outcomes.
• Negotiate to create a win-win solution.
• Adapt own immediate behavior or approach to suit the situation.
• Remain open-minded and agile to develop solutions based of new or changing information.
• Lead informed decision making by using data to identify trends; work with leaders to determine root cause; develop effective solutions. (GAP analysis
• Identify and take action on coaching opportunities.
• Adaptable in approach and demeanor to match the shifting demands of different situations.

Remote Work

• Understood the need to shift several thousand employees to remote work status and provided guidance to leadership about effective ways to manage productivity.
• Provide recommendations to leadership when developing area specific remote work guidelines.
• Identify a need and recommended that the institution develop policies around work locations, both within and outside of the state.
• Guide leadership as new and existing buildings were being restacked to manage a more mixed space environment.
• Provide guidance to leadership with managing team dynamics and a positive culture for those who remain remote.
• Recognize the need to balance transformation of work with the current realities of local business units in order to increase retention.

Work Place Violence & Safety

• Serve in interactive role with 2-Stop Committee while dealing with reports of violence, threats of violence and disruptive behavior including participation in weekly 2-Stop meetings, involvement in investigations, liaison between 2-Stop Committee and respective department leadership, facilitate/coordinate corrective action as necessary.
• Serve in interactive role with Criminal Background Check Risk Committee with reports of employee and candidate arrests, misdemeanor/felony charges and federal sanctions including participate in Risk Committee meetings, assistance with self-reporting and disclosure, provide guidance regarding appeal procedures and facilitate/coordinate corrective action as necessary.
• Promote, assist and facilitate general safety and pre-cautionary measures to ensure safe work environment including coordination with UTPD for presence in potentially stressful situations/meetings, police escorts and response to emergency situations.

Covid Initiatives

• Responsible for ensuring compliance with CMS mandates to include MDA employees as well as Contingent workers.
• Collaborate with leadership, legal and requesting employee to facilitate the process for those employees requesting exemption to CMS vaccine mandate.
• Responsible for ensuring compliance with the process for those employees that are granted an exemption to the CMS vaccine mandate.
• Partners with client leadership to ensure all employees are compliant with their areas PPE requirements, as well as adhering to the screening initiatives at their work locations.
• Provide guidance and recommendations regarding workforce distribution to leadership in response to employees unable to work due to absences related to health reasons.

Communication Advise and assist with development of and distribution/delivery of institutional communication, offer interpretation and guidance regarding institutional announcements. Partner with departmental leadership on development of departmental communications including announcements, changes, notices, decisions, events, requirements, etc. Faculty Oversight Provides leadership and guidance in the area of employee development, compliance, performance management in collaboration with legal and Faculty Academic Affairs. Other duties as assigned Talks to customers (internal and external) with a pleasant tone to find out what they need and how satisfied they are with the service. Remains in control of own reactions and responds in a manner that demonstrates appropriate nonverbal cues and complements the customer's emotions in the situation. Recognizes when it is necessary to escalate situations to leadership to ensure customer satisfaction.Education
Required: Bachelor's degree in Human Resources, Business Administration or related field. Preferred: Master's degree. Certification
Preferred: PHR or SPHR certification.Experience
Required: Six years of professional human resources experience in a complex, fast paced environment. Preferred: Current Human Resource Generalist or Business Partner experience.It is the policy of The University of Texas MD Anderson Cancer Center to provide equal employment opportunity without regard to race, color, religion, age, national origin, sex, gender, sexual orientation, gender identity/expression, disability, protected veteran status, genetic information, or any other basis protected by institutional policy or by federal, state or local laws unless such distinction is required by law. http://www.mdanderson.org/about-us/legal-and-policy/legal-statements/eeo-affirmative-action.htmlAdditional Information

• Requisition ID: 155655
• Employment Status: Full-Time
• Employee Status: Regular
• Work Week: Days
• Minimum Salary: US Dollar (USD) 97,500
• Midpoint Salary: US Dollar (USD) 122,000
• Maximum Salary : US Dollar (USD) 146,500
• FLSA: exempt and not eligible for overtime pay
• Fund Type: Hard
• Work Location: Remote (within Texas only)
• Pivotal Position: No
• Referral Bonus Available?: No
• Relocation Assistance Available?: No
• Science Jobs: No

Benefits of working as a Human Resources Business Partner in Houston, TX:

● Excellent benefits
● Advancement opportunities
● Advantageous package

● Remote Work opportunity