The Director, HR Business Partner will dually serve as the HRBP to the Joint Commission’s affiliate company: the National Quality Forum (NQF), and as the HRBP to one or more Joint Commission departments. In partnership with NQF’s CEO, the HRBP will be part of NQF’s executive leadership at a critical time of transition and transformation for the organization, including supporting NQF’s continued integration into the Joint Commission enterprise. With a proven track record supporting inclusive growth and change, the HRBP will support NQF’s overall talent strategy as the organization furthers its innovative work to improve the quality, affordability and outcomes of U.S. healthcare. Across all business areas supported by this role, the HRBP will design and oversee an aligned and adaptive talent strategy, including recruitment, staff and leadership development, retention and engagement. The HRBP will embrace and promote a culture that emphasizes diversity, equity and inclusion (DEI), and will formulate partnership across the Joint Commission HR Centers of Excellence (COE) to design and implement effective HR solutions and proactively support the delivery of HR processes within the business.

This is an outstanding opportunity for a seasoned, strategic and relationship-oriented leader with deep experience in talent management, employee engagement and culture development during times of organizational transformation.

Responsibilities:

• Serve as core member of the NQF Executive Team, providing input and recommendations on all facets of NQF’s organizational strategy and effectiveness.

• Partner with members of the NQF Executive Team and Senior Leadership Team to continuously sustain and enhance organizational effectiveness, culture, learning and belonging.

• Oversee the development and execution of a robust training and development portfolio at NQF – notably, a program to continue to grow and cultivate excellence in leadership and management through development and oversight of training, coaching and support for all supervisors.

• Lead efforts in furtherance of NQF’s culture of collaboration, passion, excellence and engagement, including through accountability for all-staff activities and offerings and for NQF’s highly effective use of hybrid work arrangements that include regular in-office time for all staff.

• Oversee performance management as well as investments in staff skill and career development; ensure highly effective capabilities for performance feedback and a culture of continuous learning and growth.

• Oversee an effective recruitment, on-boarding and off-boarding process to ensure employee success and business continuity.

• Provide day-to-day HR support and consultation to designated Senior Leadership and their leadership teams.

• Act as a strategic partner in collaboration with leaders to proactively engage and identify people gaps and opportunities, propose changes and facilitate the change processes necessary to mitigate risk.

• Proactively evaluate and provide feedback and direction on trends and metrics that have an impact on operations and provides consultation regarding measures to address and develop solutions.

• Act as a key member of the HR and Business Leadership Teams.

• Translate organizational strategy and needs into policies and programs in all talent-related areas working with the Centers of Expertise (CoE) – Talent Acquisition, Employee Relations, Talent Management and Development, Compensation and HRIS, Diversity, Equity and Inclusion (DEI), and Benefits and Wellness.

• Interpret and implement HR specific policies, practices and guidelines across the organization and recommends policy changes to support business needs.

• Reinforce difficult decisions that align with organizational strategies and values.

• Develop partnerships across the HR function and collaborate with the HR Centers of Excellence (COE)s to create solutions, share best practices, identify areas of common improvement and participate in team initiatives and projects.

• Provide guidance and input to leadership on business unit restructures, workforce planning, talent calibration, and succession planning.

• Work closely with leaders and employees to improve employee engagement and increase productivity and retention.

• Provide day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).

• Understand workforce needs and talent gaps and partner with the business and Talent Acquisition team to close gaps.

• Manage and resolve complex employee relations issues.

• Support business change/growth initiatives.

• Drive HR initiatives unique to business needs.

Requirements:

• BA degree in Human Resources, Business, or a related field is required.

• Professional HR Certification or coursework in pursuit of professional designation preferred, such as: SHRM-CP, SHRM-SCP, or SPHR.

• Minimum ten years of experience in Human Resources Management or in an HR Business Partner role.

• Proven track record as an owner of talent, culture and human resources, having developed effective talent management strategies and programs that are aligned to mission and goals in a dynamic, fast-changing business environment.

• Minimum 5 years of experience resolving complex employee relations issues

• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis and design, employee relations, diversity & inclusion, performance management, talent management, and federal and state respective employment laws.

• Excellent communication skills, both oral and written.

• Strong business acumen, analytical, and problem-solving skills, and an in-depth understanding of financial implications of business decisions.

• Decisive and logical at thoroughly evaluating issues and developing solutions.

• Collaborative builds positive and effective relationships across the business and with HR colleagues.

• Strong time management and priorities management skills. Proven ability to consistently and effectively plan, schedule, and obtain commitments to successfully complete work on time and with high quality.

• An experienced and strong negotiator

• Change management and project management experience.

• Ability to respectfully push back when necessary and provide alternative perspectives.

• Demonstrates integrity, credibility and high moral and ethical behavior.

• Passion for improving health care quality, outcomes and affordability

• High level of energy, dedication and adaptability

• Embracing radical candor – caring personally and challenging directly with direct reports, peers and all team members

• Authentic, warm, empathetic communicator, listener and coach

• Impeccable attention to detail and to executing with excellence

• Highly effective people manager who fosters a culture of accountability, prudent risk-taking, innovative problem solving, and process improvement

• Strong business acumen and a bias for action

• Holding and modeling the highest level of ethical business practices

• Open to travel domestically and internationally