Senior Human Resources Business Partner

General Purpose:

The Senior Human Resources Business Partner (HRBP) contributes to
excellence in operations and fosters an exceptional employee experience by
serving as a trusted partner and delivering value-added service that aligns
with MGMA values, people initiatives and business objectives. This position
provides tactical and strategic consulting on employee engagement, talent
acquisition, training and development, leader competencies, employee
relations, performance management, and workforce planning.

Essential Functions:
Establish an intimate understanding of the association, develop and
maintain trusting relationships with association leadership and front-line
employees, and foster open lines of communication to provide HR solutions
that support business objectives and position the department as a credible
resource.
Participate in strategic discussions, collaborating on the development and
execution of business unit strategic priorities, goals, and objectives
aligned with workforce initiatives.
Contribute to the design, implementation and administration of HR programs
designed to support the full employee lifecycle with a focus on the employee
experience and alignment with association goals and industry best practices.
Engage in strategic workforce planning by assessing workforce capabilities
and operations, creating effective staffing models in collaboration with
department leadership.
Support the end-to-end process of engagement surveys, including analyzing
survey results and providing actionable insights. Collaborate with department
leadership to address engagement challenges, provide guidance on retention
strategies. Support the creation of action plans that enhance employee
engagement and productivity.
Responsible for all aspects of MGMAs full cycle talent acquisition
program. Partner with hiring managers to understand their business and
recruitment needs and guide them through the talent acquisition process to
achieve high quality hires within set KPIs, organizational and compliance
standards.
Develop strategies to promote the employer brand and attract top talent.
Utilize social media platforms and other channels to showcase the company.
Respond promptly and professionally to reviews, address recurring issues
and implement solutions.
Develop and implement comprehensive onboarding and offboarding programs,
ensuring a smooth transition into or out of the company. Collaborate with
leaders and other stakeholders to facilitate a seamless process and excellent
employee experience.
Contribute to a positive culture through analyzing the workforce using a
variety of sources, ie climate assessments, exit interviews, engagement
and turnover data, internal transfer and promotion rates, unemployment
claims, etc. to identify trends and recommend solutions.
Develop and facilitate training events to meet business objectives, foster
career development and enhance performance and leadership skills. Coordinate
with vendors, ensuring content alignment with strategy and culture.
Manage and resolve complex employee relations issues. Conduct objective
investigations, analyze information, develop fact-based conclusions, and
accurately summarize in verbal and/or written reports as applicable.
Provide advice and counsel to employees and supervisors regarding various
performance or other related work issues.
Manage the unemployment claims process, including responses and appeals.
Coordinate with the department leadership and legal as needed. Identify
trends and develop strategies to minimize unemployment costs and liabilities.
Manage vendor relationships driving outcomes and ensuring adherence to service
expectations.
Responsible for data analytics and metrics within areas of responsibility to
demonstrate outcomes, support goal and KPI execution and assist in strategic
decision-making and compliance reporting.
Keep up to date on industry trends best practices, employment law and
regulations. Incorporate knowledge into job performance that proactively
supports operations and minimizes organizational risk.
Collaborate with the HR team to continuously evaluate and streamline
processes to enhance efficiency, accuracy, and employee experience.
Manage HR systems and technology to properly support programs in areas of
responsibility. Maintain data integrity and records in accordance with
internal and external record retention requirements. Retain working knowledge
sufficient to perform back-up responsibilities in other human resource
functions.
Other duties as required and necessary to ensure the success of the
organization.

Qualifications
Knowledge, skills, and abilities (required unless otherwise noted):
Working knowledge of federal and state employee law and regulations in areas
of responsibility.
Ability to consistently promote, support, work, and act in a manner in
support of MGMAs mission, vision, and values/behaviors.
Knowledge of a broad range of human resource strategies and practices and
the ability to apply these strategies and practices.
Excellent verbal, written communications and negotiation skills.
Excellent critical thinking skills and the ability to produce strategic
outcomes.
Ability to maintain confidentiality, handle confidential records, employ
discretion appropriately and handle sensitive information with diplomacy.
Comprehensive business and HR acumen.
Strong customer service orientation with the ability to establish and
maintain effective working relationships with individuals from all
organizational levels.
Ability to work autonomously, self-direct tasks, produce timely and
accurate outcomes and meet deadlines in a fast-paced and changing environment.
Excellent organizational skills and attention to detail that transfers
through day-to-day work and interactions, fostering sustained confidence in
HR team and Association.
Ability to use a desktop PC, laptop and/or Surface with mobile device
app integration.