AVP, HRBP in Winston Salem, NC

Atrium Health Wake Forest Baptist is a pre-eminent academic health system based in Winston-Salem, North Carolina. Atrium Health Wake Forest Baptist is part of Advocate Health, which is headquartered in Charlotte, North Carolina, and is the fifth-largest nonprofit health system in the United States, created from the combination of Atrium Health and Advocate Aurora Health. Atrium Health Wake Forest Baptist’s two main components are an integrated clinical system – anchored by Atrium Health Wake Forest Baptist Medical Center, an 885-bed tertiary-care hospital in Winston-Salem – that includes Brenner Children’s Hospital, five community hospitals, more than 300 primary and specialty care locations and more than 2,700 physicians; and Wake Forest School of Medicine, the academic core of Atrium Health Enterprise and a recognized leader in experiential medical education and groundbreaking research that includes Wake Forest Innovations, a commercialization enterprise focused on advancing health care through new medical technologies and biomedical discovery.

The AVP, HRBP serves as a trusted advisor to senior and executive leaders on workforce strategies and initiatives. The AVP, HRBP is deeply connected with the operational goals, processes & strategies, and leverages HR measurements/metrics to ensure alignment and return on investment. The AVP, HRBP acts as a change agent, anticipating human capital related needs, seeking to develop integrated solutions, and formulating partnerships across the business to deliver value-added service. They provide expert level consultation to executive leadership on people and culture related issues and aligns business objectives in designated areas, leveraging a solid grounding in HR programs and practices, with strong business acumen. This role delivers value added service, workforce strategies and programs to meet the future business objectives of the organization. The AVP, HRBP assesses and anticipates business needs within their assigned client group requiring people and culture related solutions, ensuring effective application of programs, tools, and best practices. The AVP, HRBP is a direct report to the Division HRBP leader and serves as an essential member of their client’s operational executive leadership team.

What You'll Do:

• Serves as the primary strategic partner and highest-level HR leader for assigned area and/or business unit, accountable for people and culture strategies and delivery initiatives that inform business goal success.
• Researches and analyzes trends and metrics for the development of sound HR solutions, programs, and policies to help leaders meet business objectives. Maintains in-depth knowledge of legal requirements related to strategic operational initiatives.
• Guides both short and long-term workforce decisions, utilizing knowledge of workforce planning and development with sound succession planning processes and programs. Provides guidance and support for refining or developing new organizational design and implementation of restructures.
• Provides a balance of the ability to appropriately challenge leaders, while maintaining strong business partnerships and relationships with assigned business unit/executives and leaders, applying a high degree of confidence and expertise as an advanced HR leader.
• Researches and provides a basis for creative and innovative ideas and solutions that support business objectives utilizing depth of knowledge and expertise in HR and business strategies.
• Designs proactive strategic initiatives and drives the strategic direction and framework of the HR delivery model.
• Consults with senior business leaders as a key partner in the identification of solutions relating to human capital programs and services, workforce productivity and engagement, organizational design and performance, talent management, teammate retention, teammate experience, and inclusion.
• Provides effective performance management guidance to senor leadership, including workforce planning, career development, succession planning and coaching

What You'll Need:

• License/Registration/Certification Required: None Required. SHRM-CP, -SCP, PHR or SPHR preferred.
• Education Requirements: Bachelor’s Degree Required. Master’s Degree preferred.
• Experience Requirements:
  • Experience working directly with senior business executives in an advisory capacity including but not limited to organizational development consulting, facilitating and leading HR strategies, functions and initiatives which align with business goals and objectives. Includes progressive management experience in People & Culture strategic planning, directing and leading comprehensive human capital functions. Experience working in a complex healthcare organization or academic setting is a plus. Minimum 10 years business experience with progressive responsibilities and demonstrated organization strategy activity; minimum 5 years in a leadership position.
  • Experience in organizational development consulting, facilitating and leading HR strategies, functions and initiatives which align with business goals and objectives. Includes 10 years of progressive management experience in HR strategic planning, directing and leading comprehensive HR functions within a complex organization. Experience working in a complex healthcare organization is a plus.
• Knowledge, Skills & Abilities Required:
  • Demonstrates advanced consulting skills and ability to effectively develop, implement and apply organizational strategies to address complex business challenges including change/succession management, workforce planning, leadership development and organization design.
    Advanced knowledge and expertise of multiple human resource disciplines and business practices including compensation practices, organizational diagnosis, employee/union relations, diversity, performance management, regulatory compliance, and employment laws.
  • Demonstrated leadership and excellent communication, presentation, and interpersonal skills. Ability to build/foster strong trusting relationships, influence leaders, use negotiation skills and develop solutions to achieve results. Ability to advise leaders on how to successfully lead people through change.
    Acute analytical ability and business, industry, and financial acumen; understands the role caregivers and leaders play in driving financial performance.
  • Must be self-directed, self-motivated, and flexible with the ability to take initiative to identify and anticipate client needs and effectively manage multiple conflicting priorities and deadlines.
  • Expert in in the use of data, evidence-based research, benchmarks, HR and business metrics for critical decisioning.

This job description indicates the general nature and level of work expected of the incumbent. It is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may be required to perform other related duties.