Senior Director, HR Business Partner

The Senior Human Resource Business Partner will provide strategic human capital services for project/client initiatives and serve as a strategic partner to assigned business units supporting Shared Services, Clinical Management, Information Technology, Finance as well as to C-Level Executives, by providing experienced advice to all areas of the business, acting as a consultant to influence transformational change, and mentor managers at all levels to improve organizational performance, employee engagement and retain human capital.

If this describes you, this position offers several opportunities:

• At AMN we don’t use the title “Strategic HR Business Partner” for the cool factor, but for the impact factor – – you will use your confidence and emotional intelligence to guide executives, including pushing back as necessary.

• You will support leaders with high-level strategy that drives key projects and builds organizational effectiveness. 

• Your success at influencing and pushing the businesses in a positive direction will be noticed – – even the CEO will know who you are and what your role is.

• Strong performance in this role could set you up to take on additional responsibilities or pursue advancement.

• Full disclosure:  This is an exciting role with both strategic and tactical responsibilities in a fast-paced environment.  If that’s the kind of scenario in which you thrive, we want to hear from you.

The Requirements

Use Your Energy, Drive and Intensity to Succeed in High Profile Role

The ideal candidate will have a proven history of success, while still having plenty of runway left to learn and grow.  In addition, to be a good fit for the Strategic HR Business Partner opportunity, you will have:

• A bachelor’s degree; an MBA is a plus

• 10 to 15+ years of progressive business experience with an emphasis in organizational design, strategy, process, technology and people

• Experience supporting a dynamic organization, including a demonstrated ability to influence leaders in a consultative role

• Extraordinary business acumen and passion for understanding how business works in order to solve the puzzles

• The ability to work between the strategic and tactical and willingness to dig in in order to solve problems from the bottom up

• Demonstrated success as a change agent and experience developing and implementing improvement and/or growth initiatives leveraging change management fundamentals

• Managerial courage and shown ability to engage in challenging discussion supporting collaboration through coaching, feedback, teambuilding and recommendations on the fly

• Razor sharp problem-solving skills

• Recommend experience with startup and/or software development company

Just as important will be the following competencies and characteristics:

• Demonstrated excellence in verbal and written communications, including a talent for writing effective business documents

• Exceptional interpersonal skills with the ability to develop strong rapport and influence and lead others

• Commitment, dedication and a solid sense of ownership and accountability

• Highly developed consultative and negotiation skills and a demonstrable track record of sound judgement and decision making

• A results orientation, strong sense of urgency, and excellent decision-making and analysis skills

• A proven ability to manage and prioritize among multiple projects simultaneously

• The disposition to thrive in a dynamic, fast-paced, intensely busy environment, including working independently and navigating ambiguity

• Strong customer focus and demonstrated leadership ability

• You will also need to be willing and able to travel up to 20% of the time to AMN locations around the country.

The Role

You will contribute to AMN company performance by providing strategic and tactical HR support and leadership coaching to assigned client groups.

A key objective will be delivering on the execution of talent initiatives that support and enable business unit strategic and operational plans.  It will be important for you to “get in to the heads” of the C-suite executive team to figure out what they need.  The Presidents (and other strategic leaders) of these business units will tell you about upcoming initiatives and projects, and you need to determine the people implications, think about talent management and succession planning, and handle anything else on the HR strategy side.

You’ll provide both transformational change/planning and support on organizational design and change management initiatives related to the enterprise and specific client group needs.  You’ll also work closely with the CTO and other HR leaders to forward the agenda of HR, and to help your assigned business units to sync strategically with the rest of the organization.  Every day, you should be thinking, “What can I do to move the business forward?” then determine and leverage the best execution strategy to do just that.

Working in conjunction with HR Centers of Excellence, you will contribute to the development and delivery of HR solutions that support business units across the Company.  This will include leading HR strategies, initiatives and practices that support a high performing and engaged culture emphasizing empowerment, quality and business goal attainment.

More specifically, you will:

• Plan, develop and implement talent initiatives in support of strategic business goals, influence effective decision making and drive organizational growth

• Be responsible for successful change management and organizational design solutions leveraging people, process, technology and strategy

• Assume responsibility for talent management and metrics for client groups

• Assume responsibility for workforce planning for each client group, as well as its associated operations planning component

• Provide full scope HR business partner support for the business units and provide consultation, recommendations, and fact-based guidance to leadership and employees

• Coach, counsel and advise all levels of leadership

• Collaborate with leaders and fellow HRBP’s to create efficient, consistent, and scalable solutions

• Partner with other HR team members on broader enterprise HR initiatives

This is not a good role for someone who waits to be told what to do.  You’ll need to come in with the skill to understand what the implications of a project could be, and then quickly begin building a plan so that by the time you and the executives have a conversation you already have a big head start.  You’ll sit at the table in executive meetings, so you’ll need to be ready and able to provide opinions and information, with the confidence to step in as the voice of HR.