Where Ambition and
Innovation Meet with Care

Job Details

SIDRA4847 - HR Business Partner

Department: Business Partnering Management Group Dept
Division: Multiple
Contract Type: Full Time
Closing Date: 22-May-2019
Organizational Profile:

Sidra Medicine is a state of the art academic medical center that will function to the level of the highest international standards. Its clinical focus is on the specialty care of women and children.

Sidra’s Vision is: “Sidra Medicine will be a beacon of learning, discovery and exceptional care, ranked among the top medical centers in the world”.

Achieving this vision will encompass three essential activities:

World Class: Patient and Family Centered Care Health Education Biomedical Discovery

DEPARTMENT/BRANCH PROFILE:

Human Resources is made up of a number of complementary departments and strives to be recognized for its operational excellence and as a strategic business partner in the achievement of Sidra’s vision and mission and within its stated values.  As part of this the Manager – Business Partnering and their teams work at an operational level to assist employees across the organization and at a strategic level to ensure that HR plans and activities are aligned to the needs of the business as a whole.

JOB SUMMARY:

The HR Business Partner is the first point of contact for Sidra employees on, Human Resources related matters for a designated functional area The HR Business Partner actively supports the business of their area, providing proactive advice on workforce and employee relations matters. The Business Partner works in close conjunction with other Human Resources areas to ensure an efficient, customer-focused service for employees and line managers and to meet the strategic workforce, and recruitment and retention goals of their assigned areas and the organization as a whole, as required. . The incumbent assesses workforce and employee relations issues and takes proactive action to anticipate and resolve them, or if required escalates them to the relevant HR leadership. The position is a varied, challenging Human Resources generalist role working closely with the business and with the HR team to ensure high standards of employment and ethical practice, employee effectiveness, engagement, satisfaction and well-being. 


KEY ROLE ACCOUNTABILITIES:
  • Acts as an initial point of contact for managers and employees with Human Resources-related issues, ensuring an efficient, customer-focused service, identifying solutions that will positively impact their experience.

  • Provides advice and guidance to managers and employees on policy and procedure interpretation.

  • Coaches and supports managers to take on their leadership responsibilities in relation to employment –related policies and procedures, while ensuring the overall leadership and  management of  HR related issues and problems are resolved. 

  • Effectively and efficiently utilizes HR and other resources to ensure that issues are addressed in a timely, efficient manner.

  • Actively supports workforce initiatives in their area and across the organization as required to achieve high standards of employment and workforce practice, including recruitment, retention, workforce planning, engagement, recognition and succession planning. 

  • Participates in candidate screening and interviewing as required. 

  • Coaches and builds capability of managers and supervisors in performance management and corrective actions, (including how to provide timely feedback, and having difficult  conversations with employees), personal development and career planning 

  • Provides guidance and coaching to employees on grievances, escalating issues as appropriate.

  • Undertakes and supports internal investigations as appropriate, ensuring the undertaking of evidence-based, and objective investigations. Reviews employee complaints and ensures accurate and timely progress and documentation of issues; escalates issues to senior HR leadership as appropriate. 

  • Works with the senior leadership team to ensure that the HR strategy is aligned and delivers the business priorities of the functional area.

  • Advises and supports managers on change initiatives that impact the workforce,  including the implementation of new organizational structures and reporting relationships, ensuring fair and appropriate process in accordance with policy, good communications with employees and others as appropriate and interdisciplinary collaboration as required .

     

  • Provides support to leadership on matters such as workforce planning and specific project work as required.

  • Promotes and maintains effective communication and teamwork, communicating frequently with management and staff to foster high morale and employee engagement.

  • Acts as a role model in ethical behavior and business practices in accordance with Sidra’s Code of Conduct and Code of Ethics; supports line managers to ensure   that others are held to account for their behaviors if not consistent with these standards.

  • Positively influences others to achieve results that are in the best interest of the organization. Creates an inclusive work environment that appreciates and respects different and diverse perspectives. 

  • Follows all Sidra policies, procedures and guidelines and promotes the values in all their dealings with staff, patients, families and external partners.

  • Maintains a professional demeanor and upholds the organizational values at all times

  • Promotes the sharing knowledge via mentorship/preceptorship programs.

     

  • Performs other related duties as assigned.

In view of the evolving needs and opportunities within Sidra, this position may be required to perform other duties as assigned and reporting relationships may vary.

QUALIFICATIONS, EXPERIENCE AND SKILLS – SELECTION CRITERIA:

ESSENTIAL:

  • Bachelor’s Degree or equivalent.   

  • 7+ years generalist HR experience in a multi-cultural environment, including 5+ years in a managerial role 

  • Experience in Employment Relations case work (corrective action, absence, etc.) Experience in Change Management

  • SPHR/CIPD certification 

  • Demonstrated excellent written and spoken communication skills

  • Fluent in written and spoken English.   

  • Ability to communicate effectively across the organization and at different levels. Competent in undertaking evidence-based investigations including complex, multi-stranded investigations.

  • Demonstrated ability to evaluate and re-design HR Practice, systems and processes

  • Demonstrated ability to use impartial judgment and retain and impart confidential information appropriately

  • Effective business writing skills including the ability to produce reports

  • Demonstrated strong consultation and negotiation skills

  • Ability to work on own initiative and make judgments involving the analysis of facts or situations

  • Tact and diplomacy and strong work ethic when dealing with sensitive issues

  • Demonstrated ability to provide a polite, caring and timely service to managers and staff

  • Proficiency with Microsoft Office suite

  • Ability to work effectively within an international and multi-cultural environment.

  • Demonstrated ability to build mutually beneficial and strong relationships with internal stakeholders.

  • Ability to empathize with individuals and their situation.

PREFERRED

  • Generalist HR Manager level experience in a healthcare environment.

 

 

Sidra’s Organizational Values:
  • Trust: Being competent; acting consistently, reliably and predictably; acting with honesty and integrity; respecting patient, employee and commercial confidentiality; delivering on commitments
  • Care: Acting with empathy, kindness and compassion; being humble; listening and responding; acting with cultural sensitivity; Caring for patients and staff
  • Teamwork: Sharing information and knowledge and learning from demonstrated expertise; being respectful, and thereby earning respect of others; acting with professionalism; leading and following; collaborating and being accessible
  • Transparency: Frequent and honest communication; open access to information for decision making; willingly acknowledge shortcomings; speaking up about concerns; publishing performance indicators
  • Innovation: Freedom to innovate; welcoming ideas and encouraging creativity; supporting talent; creating confidence; celebrating successes
  • Efficiency: Providing measurable value; using data to drive decision making; having and achieving clear goals; building processes that work; continuously improving outcomes in patient and family care
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