Human Resources Business Partner

It’s More Than a Career, It’s a Mission.

Our people are the foundation of our success. By joining our growing team at Sarah Cannon Research Institute (SCRI), a subsidiary of McKesson, you will have the opportunity to become part of one of the largest community-based cancer programs to advance oncology treatments and improve outcomes for cancer patients across the globe. We look for mission-driven candidates who have a desire to advance the fight against cancer and make a difference in the lives of patients diagnosed with cancer every day.

Our Mission

People who live with cancer – those who work to prevent it, fight it, and survive it – are at the heart of every decision we make. Bringing the most innovative medical minds together with the most passionate caregivers in their communities, we are transforming care and personalizing treatment. Through clinical excellence and cutting-edge research, SCRI is redefining cancer care around the world.

The HR Business Partner assists the HR team and leaders in the development of solutions through organizational development, culture strategies, and process-oriented perspectives. Works closely with management in the implementation of policies related to human resources, organizational and colleague/leader development. Consults with colleagues and managers to address root causes of human resources issues, attempting to resolve employee relations issues with a systematic approach. Participates in companywide programs and initiatives (e.g., salary review, workforce planning, organizational change, etc.).

• Assists and supports HR Operations Coordinator with escalations.
• Assists in and/or leads implementation of HR activities, programs, and processes.
• Ensures colleagues and leaders are trained on and have the knowledge, skills, and abilities to meet current and future business needs, aligned to customer expectations.
• Review and approve/deny offer approvals outside of guidelines for Talent Acquisition, considering internal equity and compensation philosophy.
• Supports managers and staff through regular projects such as: benefits open enrollment, colleague recognition awards, goal setting/mid and annual reviews, onboarding, transactions etc.
• Effectively assists colleagues with basic benefit questions and issues, interfaces with Total Rewards Manager, Total Rewards website, and other benefit partners, as appropriate.
• Conducts exit interviews as needed and requested for assigned departments; informs HR Director of identified trends or areas of concern.
• Actively listen, convey information clearly, and build relationships based on trust and confidentiality.
• Counsel colleagues and managers on situational issues; leads initiatives to resolve conflicts.
• Listen to employee and leader concerns in attempts to bridge gaps in perspective and resolve conflict
• Assists managers with crucial conversations and early performance concerns as needed.
• Accurately interprets and educates managers/colleagues regarding policy/procedure interpretation.
• Drives Employee Engagement and Retention initiatives in partnership with leaders.
• Drives utilization and maintenance of the Rewards and Recognition Program
• Assists leaders and colleagues with Employee Relations, Worker’s Compensation, and ADA Accommodations, Leaves of Absence, etc.
• Supports policy creation and revisions in line with business needs.
• Maintains compliance through HR functions.
• Aids in Talent Development: Researches, develops, and assists in planning of training programs for managers regarding HR related issues, i.e., performance evaluations, documentation, progressive discipline, hiring practices, etc.
• Collaborates with leaders to support culture/shared mindset activities.
• Engages leaders to understand talent needs and implement talent assessment processes. Proactively
• obtains, interprets, and presents metrics and analyses.
• Interprets and assists in driving departmental colleague engagement action planning to improve organization culture.
• Measures colleague morale and satisfaction; implements efforts to improve the employee experience.
• Promotes and fosters healthy work environment; ensures a culture of inclusion and accountability.
• Coordinates and supports colleague driven activity groups, as needed.
• Must maintain strictest confidentiality.

Requirements:

• Bachelors degree
• 3+ years of previous Human Resources experience
• Deep understanding of HR principles, practices, and employment law. This includes baseline knowledge of compensation and benefits, employee relations, performance management, training and development, HR metrics and analytics.
• Baseline knowledge in HR information systems (HRIS)
• Microsoft Office suite skills
• Excellent interpersonal and communication skills (oral and written)
• Communication and Interpersonal skills: strong communication skills, both written and verbal, are crucial for effectively collaborating with colleagues at all levels of the organization.
• Data Analysis – conducting data analysis and presenting findings in a meaningful way.

Preferred:

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