Human Resources Business Partner - The Woodlands Campus

Professional Non-Clinical
2019-R0233491 Requisition #
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The Woodlands Hospital

A primary and secondary care hospital serving North Harris and Montgomery counties. Clinical services include cardiovascular services, diagnostic imaging, women’s services (digital mammography and bone density studies), neurosciences, pediatric care (Newborn and Level II nurseries) and surgery, pathology and pulmonary services, and sleep disorders. Clinical affiliations include The University of Texas MD Anderson Cancer Center’s Radiation Treatment Center, and Texas Children’s Hospital.


Serve as an integral business partner to leaders to ensure that human capital and talent management strategies are aligned with the medical center’s business and operational strategies.  Provide HR consulting, assessment, organizational development, talent management, coaching and change management partnership and services to leaders and employees to enhance leadership capabilities and superior decision making.  


Position Responsibilities:  HR Business Partner, The Woodlands Campus (Woodlands Hospital, Lakeside Hospital, Springwoods Village Hospital, 4 Freestanding EDs)

Partner: Participates as part of the operational leadership team of assigned business unit or service line.  Functions as a trusted advisor, partner and active member on the assigned area(s) leadership team(s) by providing HR guidance to support business planning and deliver on key goals.

Strategic Alignment:  Works collaboratively with designated partners to support and maximize operational performance with particular attention to those activities that lead to the successful accomplishment of organizational strategic priorities and goals.
Partners to ensure strategic alignment of business unit/service line work with organizational goals, processes, policies, structure and overall strategy that supports the business and drives organizational performance.

Business Knowledge: Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/service line being served.       

Drives value by knowing the business and translating business data into actionable information that is used for effective decision making; works with management to understand operational needs and plans,  proactively identifying and developing plans for mitigating risks to effective and efficient operational performance.

Change Management: Supports the process and use of tools/techniques to manage the people elements of change to achieve desired business outcomes.

Collaborates with key stake holders to support implementation of change management initiatives and ensures objectives are met that drive overall performance, improve business outcomes and align with strategic objectives. Being resilient in times of change.

Culture: Integrate culture standards consistent with the CHI Work Community Value Proposition into business unit/service line practices and processes to ensure all employees experience and engage in supporting the desired work culture.

Understands and promulgates approaches that lead to the positive, desired work culture articulated in CHI’s Work Community Value Proposition.

Applies results of culture diagnostic tools, e.g., Performance Culture Assessment (PCA) to help craft appropriate plans for addressing culture development needs identified in the business unit/service lines served.

Talent Management: Partners with leaders to identify current and anticipated talent needs
Collaborates with the operational leaders and others to develop an effective, strategic talent acquisition, retention, and succession approach.

Performance and Leadership Coaching: Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members

Provides guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training and other areas of Human Resources.

Focus on development, collaboration and assessments; coaches Leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications. 

Centers of Expertise (CoE) Utilization: Collaborates with CoEs to support the accomplishment of business goals and objectives

Identifies business unit/service line needs to CoE partners for program and resource solutions that support effective people management and operational performance.

Assists CoE with the implementation of programs/initiatives to increase awareness and understanding by employees and leaders. 

Works with CoE partners to develop, implement, and improve processes for engagement and communication between the CoE and Business Partners that ensure the effective utilization of the CoEs on an ongoing basis.

People Metrics and Analysis: Provides people data, business metrics and information to enhance effective operational performance.

Provides relevant data on people metrics, analyzing and identifying trends and making recommendations in response to operational needs and develop strategies for future opportunities.

Employment and Labor Law:  Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees

Provides effective direction, counsel and advice to management on the interpretation and application of: HR policy and practice, employment and labor laws (i.e. EEOC, ADA, FMLA, HIPAA), Joint Commission, unemployment, etc.


Bachelor’s Degree Required


Minimum Experience:

Four (4) years of progressive HR responsibility


Minimum Knowledge, Skills, and Abilities:

Demonstrated ability to work tactically in a team environment
Excellent oral, written, and presentation communication skills
Demonstrated ability to collaborate, advice, and influence
Strong computer literacy required, including Excel spreadsheet, Power Point, and Word processing applications

Strong Business acumen required

About Us

Chances are, you’re here because you’re looking for a career offering greater opportunity, challenge and fulfillment. We’re confident you’ll find all three at CHI. As one of the nation’s largest nonprofit health systems, we offer a wealth of careers across more than 101 hospitals in 18 states. Our faith-based health system welcomes you to share in our mission of building healthier communities, whether as a surgeon in the operating room or an administrator in a conference room. When you work in a supportive environment with like-minded professionals, wonderful things happen. Learn More

Equal Opportunity Employment

Consistent with our Core Values, Catholic Health Initiatives employers are EEO/AA/M/F/Vets/Disabled Employers. Qualified applications will receive consideration for employment without regard to their race, color, religion, national origin, sex, sexual orientation, gender identification, protected veteran status, disability or any other legally protected characteristic

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