HR BUSINESS PARTNER - PRMO

At Duke Health, we're driven by a commitment to compassionate care that changes the lives of patients, their loved ones, and the greater community. No matter where your talents lie, join us and discover how we can advance health together.

Patient Revenue Management Organization

Pursue your passion for caring with the Patient Revenue Management Organization, which is the fully integrated, centralized revenue cycle organization that supports the entire health system in streamlining the revenue cycle. This includes scheduling, registration, coding, billing, and other essential revenue functions for Duke Health.

Job Summary

• The HR Business Partner's role is to provide strategic partnership in four primary areas: workforce planning, talent and culture strategy, business operations and risk management, and employee relations. The HR partner is responsible for training, communicating, and executing Human Resources strategy, policy, and programs for their supported unit(s). The role delivers HR services that address the unique needs of their operational unit(s) in alignment with overall HR strategies.

• The role provides professional HR advisory services by creating a respectful and trusting relationship with managers, leaders, and employees in their supported unit(s).

Work Performed

• Provide consultative and strategic direction to leaders (generally directors and below).
• Collaborate across stakeholder groups to ensure consistency in department function or specific initiatives regarding the talent force.
• Collaborate with the Center of Expertise on solutions to critical workforce planning trends and needs on behalf of the entity/service line. Consult, offer solutions, and escalate complex cases to Sr. HRBP as needed.
• Partner with stakeholder groups to align talent solutions with operational priorities, forecast future workforce needs to align with business goals, and provide analytics insights to aid informed decision making.
• Participate in compensation activities (salary planning spreadsheets, market adjustments, miscellaneous projects).
• Partner with stakeholder groups to develop effective strategies for leveraging talent, drive culture strategies that match business priorities, create retention strategies, and aid with succession planning and internal mobility.
• Provide consultative support to directors and below to execute total rewards strategy and identify operation risks related to compliance and mitigation strategies.
• Proactively partner to drive change initiatives, guide leaders through employee relations issues and create strategies to mitigate future issues. Offer support to employees and managers regarding performance concerns and improvement strategies. Escalate complex employee relations issues to Sr. HR business partners.
• Participate in and manage projects that cross multiple areas.
• Maintain working knowledge of all applicable policies and procedures. Provide HR policy guidance and interpretation. Ensure regulatory compliance pertaining to employment and HR matters.
• Partner with stakeholders to understand challenges during intake/scoping discussions. Identify possible solutions.
• Maintain a working knowledge of employee relations and handle cases of moderate complexity.
• Performs other duties as assigned.

Minimum Qualifications

Education

Work requires skills that are generally acquired through the completion of a Bachelor's degree in Human Resource, Business Administration, or related field.

Experience

3 years of strategic partnership experience in Human Resources or a combination of education and experience sufficient to meet to the relevant experience and competencies provided below. Excellent leadership, strategic planning, and interpersonal skills. Proficiency in data analysis and program evaluation.

Degrees, Licensures, Certifications

N/A