This position is accountable for delivering HR services related to a Talent Management Strategy that drives business results at the Regional and Chapter level. The incumbent will be responsible for consulting with management of assigned business groups in identifying talent strategies that create a high degree of engagement and productivity in the LLS workplace and ensure operational excellence. The Regional HR Business Partner will be responsible for strategic and on the ground tactical human resources support that is aligned to the LLS strategic priorities listed above, and Regional and Chapter needs to achieve both short and long term business objectives.
Talent Operations Strategy and Policy Development:
- Participate in the implementation of LLS’ new talent management strategy (e.g., including the integration of new talent acquisition and talent development initiatives).
- Responsible for implementing a talent planning/budgeting and approval process that is consistent at the regional and chapter level.
- Implement new people policies and plans in conjunction with LLS business needs and legal requirements.
- Contribute to the development and achievement of strategic business objectives for the Region and Chapters.
- Implement new employee on-boarding program in Region & Chapters.
- In collaboration with head of Talent Development, implement employee engagement and retention strategies consistently across the Region and Chapters.
- In partnership with the SVP and VP of HR and Head of Talent Acquisition, implement a Diversity & Inclusion Program for LLS.
Employee Relations & Culture:
- Accountable for coaching and mentoring managers in the various chapters, especially on performance issues, progressive discipline approaches as needed and retention of key staff members.
- Provide HR advisory service to line managers in the various chapters ensuring compliance with organizational policy, procedures and legal requirements.
- Minimize any business exposure to litigation by applying best in class employee relations support to management in the Region and Chapters.
- Maintain current knowledge of new laws and regulations in the field.
- Foster and ensure a culture of collaborative communication and interaction between employees, volunteers, and managers in the various chapters via open door and conflict resolution policies and/or approaches.
- Provide feedback to Regional and Chapter management regarding morale, motivation, or talent at risk issues and offer recommendations to resolve these issues.
Organization Design and Change Management:
- Periodically review Regional and Chapter organizational structures (capacity and capabilities) to ensure they are aligned with anticipated business strategy and needs.
- Provide expert advice and counsel on restructurings or new business unit development as the need arises at the Regional or Chapter level.
- Working collaboratively with the VP, Organization Development & Change Management to ensure that major change initiatives are managed effectively to ensure minimum disruption to the business.
- Working collaboratively with the VP, Organization Development & Change Management to assist in leading change initiatives that directly impact employees, ensuring that an effective change management methodology is adopted.
Talent Acquisition:
- Working closely with the talent acquisition team, ensure a consistent Regional and Chapter level strategic resourcing plan is developed, implemented and continuously measured to ensure the attraction of top talent into LLS at all times.
- Responsible for interviewing and leading the selection/decision/offer process for all professional level employees and above at the Regional and Chapter level.
- Ensure every new employee hired has an effective on-boarding plan and new managers and above also have a specific new leader integration plan in place that gets tracked periodically during the new hire’s first 6 months on the job.
Talent Development and Performance Management:
- Liaising with the Head of Talent Development, ensure that an effective and consistent talent review process is embedded at the Regional and Chapter level and that successors are identified and developed for key roles.
- Ensure at the operational level that all managers are having periodic career development discussions with their employees.
- Liaising with the Director L&D, proactively support LLS management in the personal development planning process for employees.
- Supervise the performance review system ensuring full participation across the Region, and Chapters.
- Demonstrated experience and success serving in a consultative capacity to senior business leaders; strong client relationship building skills.
- Excellent written and verbal communication skills.
- Exceptional customer focus; ability to build effective working relationships with employees at all levels of the organization.
- Experience working across the various HR disciplines including compensation, recruiting, employee relations, organizational development, talent development, performance management, and diversity.
- Strong consultative, influencing, conflict management, and facilitation skills.
- Creates and inspires trust and openness amongst colleagues, clients and staff.
- Ability to manage multiple projects simultaneously in a fast-paced environment; must have a high energy, flexible style.
- Advanced computer skills; solid research, analytical, and problem-solving skills.
- Ability to demonstrate sound judgment on employment-related matters; strong follow-through.
- Ability to make effective small and large group presentations.
- Ability to meet deadlines; strong people management skills and capable of challenging people to improve.
- Ability to balance the needs of both management and employees.
- Results-oriented; ability to prioritize effectively and manage one’s time.
- Ability to make solid independent decisions and gain an understanding of the business.
- Ability to travel from time to time as needed.
- SHRM or other accredited certification preferred.
- 10+ years of proven HR experience and achievements in a generalist/HRBP capacity, along with previous HR operations management experience.
- Knowledge of federal and state regulations and compliance.
- Broad understanding of HR principles and practices.
The statements herein are intended to describe the general nature and level of work being performed by employees, and are not to be construed as an exhaustive list of responsibilities, duties, and skills required of employees. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the Company. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The Leukemia & Lymphoma Society (LLS) does not accept resumes from third party recruitment/search firms. Please do not forward resumes to LLS employees or any company locations or email addresses. LLS is not responsible for any fees related to resumes not solicited by LLS Recruiting. The Leukemia & Lymphoma Society (LLS) is an Equal Opportunity Employer.