Sr HR Partner II at Wentworth-Douglass Hospital(WDH)

Posted in Other 12 days ago.

Location: dover, New Hampshire

Job Description:

Wentworth-Douglass Hospital, an affiliate of Mass General Brigham, is committed to supporting patient care, research, teaching, and service to the community. We place great value on being a diverse, equitable and inclusive organization as we aim to reflect the diversity of the patients we serve. At Mass General Brigham, we believe in equal access to quality care, employment and advancement opportunities encompassing the full spectrum of human diversity: race, gender, sexual orientation, ability, religion, ethnicity, national origin and all the other forms of human presence and expression that make us better able to provide innovative and cutting-edge healthcare and research.

  • The Sr Human Resources Business Partner II serves as an advisor and recruiter to Medical Staff Leadership and Providers. The Sr Human Resources Business Partner II provides strategic support and HR services in the areas of strategic workforce planning, recruitment, development of HR procedures, employee relations, compensation analysis, organizational design, and development, change management, training, and communication. He/she establishes and maintains solid working relationships with all levels of management and staff and works with senior leadership to analyze, monitor, and address HR efforts to include but not limited to provider recruitment required to support business needs strategically and proactively. Consults and collaborates with management in the strategic planning and development of human resources programs and policies, ensuring that HR programs align with and support business objectives. Advises and guides managers in human resources related issues including performance management, workforce strategy and organizational design. Provides daily support to assigned groups. May direct the activities of lower-level HR support staff.

  • By demonstrating thorough knowledge of human resources best practices and corporate policies along with a solid comprehension of the business environment and respective goal strategies, consult with employees, managers, and HR Centers of Excellence to explore innovative opportunities to improve business results, grow the desired culture and facilitate issue resolution.

  • Consults and oversees the talent acquisition process for all providers; from workforce planning through pre-boarding; will be well-versed in all aspects of provider recruitment including creative candidate sourcing, candidate generation, development, and stakeholder management. Responsible for the advancement of the recruitment strategy by identifying and building a talent pipeline of candidates for our ready now needs as well as the proactive work to develop bench-strength for future needs. This role will utilize strategic sourcing methodologies, research tools and resources, business intelligence, internal and external networks, professional organizations, branding initiative and technology tools to successfully attract talent.

  • Talent Acquisition

  • Perform all aspects of recruiting and sourcing including hosting strategy discussions with hiring managers; adhering to compliance requirements; sourcing to develop a pipeline of qualified, diverse candidates

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  • Regularly confers with WDH/WHP provider leadership regarding staffing needs, identifying future needs, trends, position requirements and strategies.

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  • Executing sourcing strategies, i.e.: e-mail/ phone generation of candidates, networking within niche and function, identifying applicable associations, affiliations, websites, Boolean searches, targeting competing companies, utilizing social media, on-line job boards and recruitment databases, state medical boards and professional association sites, regional conferences, and state chapter meetings, etc.

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  • Utilize social recruitment platforms to include, but not limited to, job posting, researching, and sourcing potential candidates, networking, building connections and engage providers for future needs, developing storyboards and template e-mails to brand WDH/WHP as an employer of choice, identifying internal WDH/WHP connections with external providers as well as residency programs.

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  • Develops and maintains contacts with educational institutions, placement agencies, placement firms, residency, and other sources of applicants.

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  • Build relationships to partners with and provide guidance and support with WDH/WHP providers to develop, champion, network, and foster relationships with residency programs.

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  • Proactively identifies areas of improvement regarding provider recruitment and makes recommendations for action

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  • Maintains data on recruitment activities, applicant flow, interviews, and recruitment results to maintain accurate and comprehensive files such as candidate records, internal and external reports, and correspondence.

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  • Develop robust screening process to qualify candidates for cultural, experiential, and financial fit, utilizing a behavior-based interview approach based on the core competencies identified with the client

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  • Use data, metrics, and market data to drive discussions with the stakeholders and influence change to bring in the best talent. Prepares and analyzes statistical reports and other data to monitor candidate flow, selection, and turnover to engage with key stakeholder as a business partner to align recruitment strategies with hiring needs.

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  • Qualify, present, and recommend candidates to meet the needs of our clients by evaluating candidate fit for a particular location and medical specialty based on requirements by client, candidate personality, work experience, references, and other applicable information.

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  • Responsible for registering all direct sourced candidates to the WDH database

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  • Responsible for managing all related administrative duties related to the process from requisition conception through interview including, but not limited to, status reports, candidate assessments, the preparation of the position specification pre-interview, sending interview package differentiating interviewer roles prior to the interviewee coming on site, feedback/scorecard/record of interview on day of interview

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  • Responsible for creation and distribution of hire package to ensure a smooth transition from recruitment to new hire status

  • Talent Management

    • Builds a strong business Relationship with the internal client, and balances employee and business advocacy

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  • Partners with business leaders, People & Organizational Development and Talent Acquisition to forecast, strategically source, and ultimately identify and acquire top talent to meet our physician talent needs

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  • Drives, influences, advises, and supports the cultural and people aspects of organizational change, structures, people process, and business improvement initiatives within the business area in order to improve business efficiency and people management allowing for flexibility and planned growth

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  • Provides both transformational advice and transactional support on change management initiatives, organizational/departmental restructures/job role design in order to improve cost and efficiency, clarify accountabilities and empower delivery of great customer service

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  • Embeds a performance management culture within the business area as a means to drive business improvement. Ensures clear objectives, feedback, and the improvement of performance and/or behaviors which are guided by our values.

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  • Works in partnership with the business to manage employee relations issues including the ongoing partnerships throughout the organization

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  • Builds management responsibility and capability for managing ER (where appropriate) issues and improve the effectiveness of consultation

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  • Actively identifies gaps, proposes, and implements changes necessary to cover any risks

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  • Uses a Strategic Workforce Planning approach to assist in identifying knowledge, skills, and abilities required to drive the organizational strategy. Ultimately, identifying the gaps within our talent pool. Designs approach to fill these gaps (buy, borrow, build) to build robust succession plans for key talents and critical positions

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  • Manages complex and difficult HR Projects cross-functionally including projects related to the Strategic Plan


  • Experience Minimum Required

    • 7+ years' experience in a multidiscipline Human Resources environment, including talent acquisition, training, compensation, and performance management.

    • Proficiency in Microsoft Office

    • Experience with web based HRMS and Applicant Tracking System

    • Organized and disciplined in approach to complicated tasks

    • Good understanding of current HR laws and practices

    • Value and understand how to use People Analytics to drive performance and to guide sound business decisions

    • Expert level knowledge in all full cycle recruiting components, including but not limited to, sourcing, qualifying, networking, assessing, legal, immigration

    • Excellent interpersonal and collaboration skills including both verbal and written communication Ability to present innovative recruiting/sourcing concepts and strategies to leaders

    • Ability to understand, articulate, and document a leader's stated requirements, and to formulate a clear value proposition that will attract the caliber of candidates needed to meet those requirements

    • Proven ability to assess external candidates for capability to perform the role, as well as culture fit, and other compatibility issues that are critical to success.

    • Understanding of provider compensation and the ability to analyze compensation packages

    • Strong interpersonal, organizational, negotiation and presentation

    • Time management and priority setting: strong organizational skills and the ability to keep track of multiple projects and deadlines simultaneously

    • Dealing with ambiguity: must have the flexibility to change direction and priorities quickly

    • Composure: can be counted on to be a calm and competent presence during busy/stressful times

    • Support and sustain a positive work environment fostering team performance through own work and behavior

    • Exhibits a professional manner in dealing with others and work to maintain constructive working relationships

    • Ability to work well with others at varying organizational levels

    • Able to interact with all levels within the company and to represent WDH professionally with all external organizations

    • Must be able to maintain the strictest confidentiality

  • Experience Preferred/Desired

    • Healthcare experience with 2+ years in a fast growth organization and incentive pay programs in a high performing customer service culture.

  • Education Minimum Required

    • Bachelor's Degree in human resources, one of the social sciences, business, or related field or commensurate experience

  • Education Preferred/Desired

    • Master's degree in HR, Business Administration, or related field

EEO Statement

Wentworth-Douglass Hospital is an Equal Opportunity Employer. By embracing diverse skills, perspectives and ideas, we choose to lead. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment.
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