Introduction to the Business RLDatix is on a mission to change healthcare. We help organizations drive safer, more efficient care by providing governance, risk, compliance, and workforce management tools that drive overall improvement and safety. Our suite of cloud-based software helps organizations reduce healthcare-acquired infections, report on adverse events, and ensure patient safety learnings are deployed effectively.
RLDatix [RLD] is truly global, with over 1,800 employees worldwide in the UK, Europe, Middle East, Australia, Canada, and the United States allowing us to be at the forefront of global patient safety and Governance, Risk, and Compliance movement. We envision a world where patients have access to the best and safest care possible and our team is made up of people who genuinely believe in what we do. We are always looking for people who are passionate about making a positive change in healthcare to join our team. Come and make an impact in a growing organization committed to patient care!
Introduction to the Job As a Human Resources Business Partner [HRBP], you hold a pivotal role in aligning business goals with employees and management. Moreover, you will collaborate closely with our global Human Resources team, contributing to the evolution of our function during this exciting phase of growth.
Are you propelled by the ambition to shape and deliver Human Resources products and services that drive business outcomes and show a compelling employee value proposition? Do you thrive on the prospect of reimagining policies, processes, and tools to better suit our evolving needs, all while keeping an optimistic outlook? Are you deeply passionate about cultivating relationships, fostering collaboration, wielding influence, and providing impactful coaching?
If so, we invite you to explore this remarkable opportunity to make a considerable impact!
High-level Job Outcomes Help business leaders get, develop, and keep key talent.
Foster employee engagement efforts.
Ensure the HR function is helping the business through effective talent management solutions and customer-focused operations.
Manage change inspirationally and effectively.
Leverage data to make decisions and show return on investment.
Ensure compliance with relevant laws and regulations.
Facilitate workforce planning activities to predict current and future talent pipeline and development needs.
Detailed Job Responsibilities Serve as a high impact advisor to the business leaders, providing proactive guidance and support on HR-related matters and helping to drive organizational performance.
Handle complex employee relations issues, including investigations, corrective actions, grievances, and conflict resolution with a focus on fairness and consistency.
Lead organizational development activities including performance development, talent reviews, succession planning, learning and leadership development, and workforce diversity and inclusion efforts.
Develop and implement policies, programs and procedures that support RLD's goals and values while ensuring compliance with legal and regulatory requirements.
Provide coaching and development to business leaders to enhance their skills and capabilities.
Foster effective communication and collaboration across HR, Finance, and other functional areas of RLD to ensure alignment and integration of HR initiatives with broader business strategies.
Leverage data and metrics to offer deep analytical insight to drive informed decision making, offer proactive solutions, and clear strategic outcomes to support our business partners.
Analyze and interpret qualitative and quantitative data (exit interviews, reporting, employee survey data) to solve problems and drive continuous improvement.
Work proactively and collaboratively with HR canters of excellence (HR shared services, recruiting, talent development) to optimize the effectiveness of the function.
Roll up your sleeves to perform core HR functions, including resolving requests and inquiries in such areas as: employment practices, federal and state employment laws, performance, and conflict resolution, recruiting and hiring.
Expected Competency & Experience Over a decade of dynamic HR experience in fast-paced environments, including five years in a strategic business partner capacity.
Demonstrated ability in cultivating meaningful relationships with key stakeholders, offering expert guidance to shape decision-making processes.
Proven track record of influencing and garnering consensus across diverse groups on complex subjects.
Deep understanding of business operations, including financial acumen, enabling informed HR strategies.
Skilled in project and change management to drive successful initiatives.
Comprehensive knowledge of U.S. employment law, with desirable familiarity with Canadian employment regulations given the role's cross-border support.
Exposure to organizational design and job architecture, including job and level design, job description drafting, and high-performance team structuring.
Consistent ability to think critically and devise solutions for challenging problems.
Agile adaptation to new circumstances and unexpected changes.
Effective communication skills—capable of articulating information persuasively in verbal, written, and presentation formats.
Proficient in remote and in-person facilitation, fostering effective collaboration.
Embraces a growth mindset and prioritizes continuous professional development.
Competent in interpreting data related to employee performance, engagement, and retention.
Exceptional organization and time management abilities, adept at juggling competing priorities and meeting deadlines in dynamic environments.
Highly motivated self-starter with a keen attention to detail and a proactive approach to initiative-taking.
