Hours:

Shift Start Time:

Shift End Time:

AWS Hours Requirement:

Additional Shift Information:

Weekend Requirements:

On-Call Required:

Hourly Pay Range (Minimum - Midpoint - Maximum):

The stated pay scale reflects the range that Sharp reasonably expects to pay for this position. The actual pay rate and pay grade for this position will be dependent on a variety of factors, including an applicant's years of experience, unique skills and abilities, education, alignment with similar internal candidates, marketplace factors, other requirements for the position, and employer business practices.

What You Will Do
Responsible for partnering with regional HR leadership, Executives, Leaders and HR COEs to support our Best Place to Work vision. Serving as People champions, HR Strategic Business Partners (HR SBPs) leverage data and business acumen to provide a broad range of strategic HR services within the business area(s) they support to include but not limited to driving people strategy, developing talent plans, influencing outcomes, and increasing engagement. HR SBPs will, in partnership with stakeholders, lead change management while driving multi-year talent strategies that maximize impact and develop high performing teams and leaders. Serves as a trusted advisor and consultant on people functions while developing and prioritizing the deployment of people solutions across the organization.HR SBPs lead with humanity, empathy, and compassion while embracing challenges to drive high-impact results.

Required Qualifications

• Bachelor's Degree
• 5 Years Progressive Human Resources management experience.

Preferred Qualifications

• Master's Degree
• SHRM Senior Certified Professional (SHRM-SCP) - Society for Human Resources Management (SHRM)
• California Certification in Human Resources (PHR-CA/SPHR-CA) - HR Certification Institute
• Senior Professional in Human Resources (SPHR) - HR Certification Institute

Essential Functions

• Partners closely with regional HR leadership to drive strategy for Sharp's People Pillar through consultation with executives and leadership while acting as a key influential partner. Builds and sustains close partnerships with leaders and HR COEs to foster trust and increase accountability in the delivery of best-in-class people services.
• Acts as a People Champion, developing solutions through a holistic and inclusive lens. Customizes HR, talent management, and operational solutions to address specific business imperatives to positively impact operational performance.
• Leverages understanding of HR and business strategies to identify critical gaps and develop/deliver multi-year organizational solutions and talent plans. Leads organizational change efforts including complex initiatives that are cross-functional in nature with a broad system-wide impact.
• Stays current in industry trends and seeks best and innovative approaches in identifying new trends, best practices, regulatory changes, and new technologies in human resources, talent management, training, and employment and labor law. Proactively identifies and mitigates risk through ensuring alignment with people strategies and applicable labor laws. Uses data analytics and reporting to advise and guide stakeholders for effective and insightful decision-making. Analyzes HR data to identify meaningful trends and distills complex information into key insights and creative solutions.
• Provides leadership coaching to experienced and emerging leaders to enhance leader capabilities through unbiased counsel and thoughtful feedback. Partners to identify and develop meaningful opportunities to enhance leader and employee engagement.
• Operates seamlessly with partners across HR COEs, serving as the face of HR to regional leadership.

Knowledge, Skills, and Abilities

• Strategic Agility: Sees ahead clearly and can anticipate future consequences and trends accurately; can articulately paint credible pictures and visions of possibilities and likelihoods.
• Business Acumen: Knowledge and understanding of people and culture touch points and strong financial business acumen. Experience in Healthcare industry strongly preferred.
• Results Orientation: Delivers beyond expectations and sets new and stretching goals for him/herself and the team. S/he will have a deep understanding of operational and process improvements that impact quality and execution and deliver continuous improvement.
• Executive Leadership: With a strong executive presence, communicates effectively across the organization and demonstrates executive prowess to successfully lead.
• Process Management: Can identify and articulate the processes necessary to get things down efficiently and effectively; Planning and Priority Setting: Demonstrate an ability to set objectives and goals and organize work appropriately to meet and exceed goals, possess strong organizational and time management skills.
• Problem Solving and High Reliability: Able to use rigorous logic and methods to solve problems with effective solutions; Risk Management: Ability to think ahead and catch problems before they arise.
• Organizational Savvy: Able to build constructive and effective relationships and use them to maneuver through complex situations.
• Influence and Negotiation: Can present ideas and directions that lead others to action, demonstrates strong listening, written and oral communication skills.
• Strategic Agility: Sees ahead clearly and can anticipate future consequences and trends accurately; can articulately paint credible pictures and visions of possibilities and likelihoods.
• Business Acumen: Knowledge and understanding of people and culture touch points and strong financial business acumen. Experience in Healthcare industry strongly preferred.
• Results Orientation: Delivers beyond expectations and sets new and stretching goals for him/herself and the team. S/he will have a deep understanding of operational and process improvements that impact quality and execution and deliver continuous improvement.

Sharp HealthCare is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, gender, gender identity, sexual orientation, age, status as a protected veteran, among other things, or status as a qualified individual with disability or any other protected class