Human Resources Business Partner jobs at Henry Ford Health System - 25 jobs

Stryker is one of the world's leading Medical technology companies and is dedicated to helping healthcare professionals perform their jobs more efficiently while enhancing patient care. We are currently seeking an HR Business Partner to join our Instruments Division. **As an HRBP for Instruments, Innovation & Product Excellence you will come into the Kalamazoo office weekly.** **What you will do** As an HR Business Partner you are responsible for executing the talent strategy, providing a consistent experience to directors, managers and employees and supporting and executing the engagement strategy for the market. The HR Business Partner provides HR partnership to managers and directors focusing on the work environment, employee relations, employee retention and business processes by executing the business unit HR strategy. In this role you will perform needs analysis to identify gaps in areas of compensation, talent, diversity, recruiting and change management and partner with Senior HR Leaders and subject matter experts to deliver solutions to meet the needs of their assigned business unit. Human Resources Expertise + Serves as subject-matter expert to managers and directors. + Implements change based on proven change management techniques. Relationship Management + Facilitates difficult interactions among organizational stakeholders to achieve optimal outcomes; resolves escalated conflicts among stakeholders. Business Acumen + Executes HR business strategies to drive key business results; provides guidance on HR matters, partnering with subject-matter experts to develop needed solutions. Consultation + Partners with managers, directors and HR to proactively implement business solutions, utilizing HR expertise and perspective; supports managers on HR projects. + Coaches managers and directors on HR and business-related issues. Leadership + Implements and delivers solutions and interventions that address issues of retention, change management, employee engagement, and leadership development, partnering with subject-matter experts as appropriate HR Insights + Interprets data and makes recommendations; asks critical questions needed to evaluate data; gathers, analyzes and presents data to managers and recommends solutions that support the culture and the defined HR strategy **What you need** Required + Bachelor's degree or 6+ years of equivalent experience + 8+ years of work experience + Previous HR or role-related experience Preferred + 4+ years business-facing HR, HR COE, HR Operations, or role-related experience + Previous HR functional experience in employee relations, workplace practices, or talent acquisition + Strong facilitation, consulting, relationship-building, influence, negotiation skills, and project management skills + Experience supporting technical teams Health benefits include: Medical and prescription drug insurance, dental insurance, vision insurance, critical illness insurance, accident insurance, hospital indemnity insurance, personalized healthcare support, wellbeing program and tobacco cessation program. Financial benefits include: Health Savings Account (HSA), Flexible Spending Accounts (FSAs), 401(k) plan, Employee Stock Purchase Plan (ESPP), basic life and AD&D insurance, and short-term disability insurance. Stryker offers innovative products and services in MedSurg, Neurotechnology, Orthopaedics and Spine that help improve patient and healthcare outcomes. Alongside its customers around the world, Stryker impacts more than 150 million patients annually. Depending on customer requirements employees and new hires in sales and field roles that require access to customer accounts as a function of the job may be required to obtain various vaccinations as an essential function of their role. Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer - M/F/Veteran/Disability.

Work Flexibility: Hybrid or Onsite Stryker is one of the world's leading Medical technology companies and is dedicated to helping healthcare professionals perform their jobs more efficiently while enhancing patient care. We are currently seeking an HR Business Partner to join our Instruments Division. As an HRBP for Instruments, Innovation & Product Excellence you will come into the Kalamazoo office weekly. What you will do As an HR Business Partner you are responsible for executing the talent strategy, providing a consistent experience to directors, managers and employees and supporting and executing the engagement strategy for the market. The HR Business Partner provides HR partnership to managers and directors focusing on the work environment, employee relations, employee retention and business processes by executing the business unit HR strategy. In this role you will perform needs analysis to identify gaps in areas of compensation, talent, diversity, recruiting and change management and partner with Senior HR Leaders and subject matter experts to deliver solutions to meet the needs of their assigned business unit. Human Resources Expertise Serves as subject-matter expert to managers and directors. Implements change based on proven change management techniques. Relationship Management Facilitates difficult interactions among organizational stakeholders to achieve optimal outcomes; resolves escalated conflicts among stakeholders. Business Acumen Executes HR business strategies to drive key business results; provides guidance on HR matters, partnering with subject-matter experts to develop needed solutions. Consultation Partners with managers, directors and HR to proactively implement business solutions, utilizing HR expertise and perspective; supports managers on HR projects. Coaches managers and directors on HR and business-related issues. Leadership Implements and delivers solutions and interventions that address issues of retention, change management, employee engagement, and leadership development, partnering with subject-matter experts as appropriate HR Insights Interprets data and makes recommendations; asks critical questions needed to evaluate data; gathers, analyzes and presents data to managers and recommends solutions that support the culture and the defined HR strategy What you need Required Bachelor's degree or 6+ years of equivalent experience 8+ years of work experience Previous HR or role-related experience Preferred 4+ years business-facing HR, HR COE, HR Operations, or role-related experience Previous HR functional experience in employee relations, workplace practices, or talent acquisition Strong facilitation, consulting, relationship-building, influence, negotiation skills, and project management skills Experience supporting technical teams Travel Percentage: 10%Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer - M/F/Veteran/Disability.Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

Help lead the future of HR operations at HMA. Join a mission-driven, rapidly growing organization as our Senior HR Manager-a newly created role designed to elevate HR operations, strengthen core processes, and enhance the employee experience. This hybrid position provides both work-from-home flexibility and Okemos, MI in-office collaboration, while leading essential HR functions and guiding a high-performing HR generalist team. You will influence the full employee lifecycle, including onboarding, performance management, employee relations, and engagement. If you are a collaborative, forward-thinking HR leader who enjoys building structure, improving processes, and driving people-centered initiatives, this role offers the opportunity to truly make your mark. You are a strong fit for this role if you… Bring eight or more years of progressive, multi-state HR experience including at least five years leading a team. Have deep expertise in HR operations, employment law, and compliance. Excel at coaching managers, navigating employee relations matters, and supporting high-performance cultures. Enjoy leading HR generalists and fostering a cohesive, service-oriented HR team. Thrive on hands on process improvement, operational efficiency, and strong systems and workflows. Adapt well in a fast-paced, evolving environment. Have experience in consulting, healthcare, or professional services environments (preferred). Job Summary The Senior HR Manager leads and oversees the day-to-day generalist Human Resources operations, ensuring consistency, legal compliance, and excellence in service delivery across the organization. This role supports strategic direction for core HR programs and drives process improvements. The Senior HR Manager supervises a team of (Sr) HR Specialists, ensures HR policy and legal compliance, and ensures effective execution of HR programs, including onboarding, performance management, colleague relations, document management and other cross-functional support. Responsibilities Work Performed and Job Requirements Policy and Program Leadership Oversees the implementation, communication, and continuous improvement of HR policies, procedures and compliance standards. Ensures integrity, consistency and accuracy of HRIS data through regular audits and governance practices. Team Leadership and Management Recruits top talent and participates in the selection and orientation process. Lead, mentor, and develop the HR Specialist team, fostering a culture of collaboration, accountability, and excellence. Ensure team alignment with organizational goals and provide ongoing performance feedback. Labor Laws & Compliance Oversight Monitors federal, state and local employment laws and ensure organizational adherence. Oversees labor law posting compliance, regulatory updates, and internal communication of changes. Ensures firmwide compliance with EEO, Affirmative Action, and related legal frameworks. Colleague Relations Leadership Serves as an advisor to HR team and leaders when responding to colleague relations, performance issues, and conflict resolution. Coaches HR team and managers in effective performance discussions and documentation practices. Leads investigations and escalates complex cases appropriately. HR Documentation Governance Ensures the accuracy and legal compliance of all employment records and documentation. Oversees I-9, E-Verify, and state specific notice requirements. Supervises and ensures consistency with SOPs and HR generalist workflows. Onboarding & Orientation Management Oversee the new hire orientation program, ensuring consistency, engagement, and a strong colleague experience. Continuously evaluates and enhances onboarding processes to support retention and culture. Management Provides oversight of the job description process for new and updating JDs and Addendums. Supports job analysis initiatives to ensure roles reflect current competencies and business needs. Performance Management & Coaching Guides leaders through performance goal setting, review cycles, and colleague development practices. Oversees the creation and execution of performance improvement plans (PIPs). Cross-Functional Leadership & Organizational Support Serves as a point of contact for complex colleague inquiries, ensuring timely, consistent, and well-informed resolution through collaboration with HR leadership, cross-functional partners, and subject matter experts. Provides leadership level oversight, backup support and training to critical HR functions, including benefit administration and leave management. Colleague Engagement Leadership Leads the execution of colleague engagement initiatives. Oversees colleague surveys, interpretation of results, and partners with leaders on action planning. Reinforces company culture and values to maintain a positive, inclusive, and high-performance workplace. Exit & Offboarding Oversight Oversee and manage offboarding processes, ensuring consistency and insights through exit interviews. Monitors temporary placements, interns, and fellows, ensuring proper lifecycle management. All other duties as assigned. Qualifications Education/Training Minimum of a bachelor's degree in business, human resources management or other related field is required. Master's degree preferred. Certification in SHRM and/or HRCI certification is required. Experience Minimum of 8 years of progressive human resources experience is required, with at least 5 years of supervisory experience, preferably in a multi-state environment. Proven experience leading HR operations or serving as a senior HR generalist with managerial-level decision-making and supervisory experience. High proficiency with HRIS systems (e.g., UKG Pro) and the MS Office suite. Experience in a consulting, healthcare, or professional services environment is strongly preferred. Knowledge, Skills and Abilities Superior level of interpersonal skills to manage sensitive and confidential information. Demonstrated knowledge in human resource management. Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. Exceptional oral and written communication skills. Extensive knowledge of computer software including MS Office, Docusign, Adobe, and Smartsheet. Proficiency with UKG Pro and iCIMS recruiting platforms. Excellent attention to detail. Solid time management skills. Strong analytic skills. Ability to adjust actions in relation to the actions of others. Ability to multi-task and adhere to strict deadlines. Ability to manage significant recurring responsibilities with unpredictable short-term demands. Ability to interpret multiple state laws and guidelines in conjunction with federal laws and guidelines. Ability to maintain a high level of confidentiality. Core Competencies Job Level Competencies Project Management - Coordinates project phases, resources, and deliverables independently Cross-Functional Coordination - Coordinates tasks and timelines across departments or teams Team Development - Provides feedback and coaching to support others' growth. Job Specific Competencies Colleague Relations Leadership - Provides leadership oversight for colleague relations, performance management, and issue resolution. HR Operations Leadership - Leads daily HR generalist operations to ensure consistency, compliance, and service excellence. HR Team Development - Builds a capable HR team through coaching, accountability, and skill development. People Leadership Competencies Coaching: Builds the capability of direct reports through clear guidance, steady feedback, and intentional development. Gives direct, timely feedback tied to expectations. Identifies strengths and growth areas with practical next steps. Assigns stretch work with clear context and success criteria. Supports colleagues in building development plans that align with role expectations. Performance Leadership: Sets expectations, monitors progress, and manages performance with fairness and consistency. Defines goals that match level and scope. Holds regular check-ins that focus on progress and obstacles. Addresses performance concerns early with clarity and support. Makes performance decisions that align with organizational standards. EEO Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

The Senior Human Resource Business Partner (Sr. HRBP) will partner with business/functional leaders at the mid to senior level to influence the design and execution of the talent strategy by providing consultative support and leadership. The Sr. HRBP translates the business strategy into talent and organizational plans and drives for results by building organizational capability and performance. The Sr. HRBP liaisons with HR Centers of Excellence and Service Center to ensure optimal HR collaboration and service levels to clients. In addition to several patient service centers across Michigan, the Sr. HRBP will support the new Diagnostic Lab of MI in Southfield, a joint venture between Quest and Corewell Health. This hybrid position will require weekly time in the field supporting sites. Required Work Experience: 8+ years of exempt-level Human Resources experience, with at least 5 years as an HR Business Partner Knowledge: Proficiency in MS Office products and HR systems Understanding of state and federal labor laws and regulations Experience supporting M&A activity preferred Education: BA/BS required Skills: Strong project and process management skills Strong Analytical Skills Highly developed and effective leadership and strategic influencing skills Ability to work effectively with mid-level to senior members of the organization Business acumen Strategic agility Drive for results Decision quality Managerial courage Organizational savvy Dealing with ambiguity Business Relationships Builds relationships with mid to senior level clients. Is a trusted and credible partner who anticipates needs and proactively recommends solutions. Serves as an active member of the leadership team in assigned business/function and is able to influence and challenge others at this level Has a solid understanding of current and future business trends, both internal and external Serves as a coach providing guidance and consultation to leadership Strategy & Planning Consults with leaders to develop and execute business strategy to build organizational capabilities, behaviors, structures and process. Provides strategic direction and influences at all levels in order to drive implementation of the strategy Translates the business plan into talent and organizational plan (e.g. in conjunction with the HR Director (HRBP), contributes to the People Strategy for assigned business to include: organizational re-design, strategic workforce planning, total rewards solutions, succession planning and talent management, organizational development and employee engagement of workforce) Optimizes transformational change efforts by providing consulting support, guidance and a framework for leading and managing change Responsible for succession planning / pipeline to ensure leadership talent in support the business strategy Partners with and influences HR Centers of Excellence and HR Service Center to ensure the business is receiving optimal service and value added programs that are aligned with business strategy. Use outcome based metrics supplied by HR Service Center to identify trends and influence the business Business Based Outcomes Ensures strong leadership teams in place and plays a key role in recruiting senior level talent Drives toward strong organizational performance as evidenced by business measures such as productivity, quality and service Drives toward optimal culture that facilitates employees' success. This includes Engagement, Diversity & Inclusion. Drives for high performance work environment that makes the organization a great place to work and delivers results

The Senior Human Resource Business Partner (Sr. HRBP) will partner with business/functional leaders at the mid to senior level to influence the design and execution of the talent strategy by providing consultative support and leadership. The Sr. HRBP translates the business strategy into talent and organizational plans and drives for results by building organizational capability and performance. The Sr. HRBP liaisons with HR Centers of Excellence and Service Center to ensure optimal HR collaboration and service levels to clients. In addition to several patient service centers across Michigan, the Sr. HRBP will support the new Diagnostic Lab of MI in Southfield, a joint venture between Quest and Corewell Health. This hybrid position will require weekly time in the field supporting sites. Responsibilities: Business Relationships * Builds relationships with mid to senior level clients. Is a trusted and credible partner who anticipates needs and proactively recommends solutions. * Serves as an active member of the leadership team in assigned business/function and is able to influence and challenge others at this level * Has a solid understanding of current and future business trends, both internal and external * Serves as a coach providing guidance and consultation to leadership Strategy & Planning * Consults with leaders to develop and execute business strategy to build organizational capabilities, behaviors, structures and process. Provides strategic direction and influences at all levels in order to drive implementation of the strategy * Translates the business plan into talent and organizational plan (e.g. in conjunction with the HR Director (HRBP), contributes to the People Strategy for assigned business to include: organizational re-design, strategic workforce planning, total rewards solutions, succession planning and talent management, organizational development and employee engagement of workforce) * Optimizes transformational change efforts by providing consulting support, guidance and a framework for leading and managing change * Responsible for succession planning / pipeline to ensure leadership talent in support the business strategy * Partners with and influences HR Centers of Excellence and HR Service Center to ensure the business is receiving optimal service and value added programs that are aligned with business strategy. * Use outcome based metrics supplied by HR Service Center to identify trends and influence the business Business Based Outcomes * Ensures strong leadership teams in place and plays a key role in recruiting senior level talent * Drives toward strong organizational performance as evidenced by business measures such as productivity, quality and service * Drives toward optimal culture that facilitates employees' success. This includes Engagement, Diversity & Inclusion. * Drives for high performance work environment that makes the organization a great place to work and delivers results Qualifications: Required Work Experience: 8+ years of exempt-level Human Resources experience, with at least 5 years as an HR Business Partner Knowledge: * Proficiency in MS Office products and HR systems * Understanding of state and federal labor laws and regulations * Experience supporting M&A activity preferred Education: BA/BS required Skills: * Strong project and process management skills * Strong Analytical Skills * Highly developed and effective leadership and strategic influencing skills * Ability to work effectively with mid-level to senior members of the organization * Business acumen * Strategic agility * Drive for results * Decision quality * Managerial courage * Organizational savvy * Dealing with ambiguity 52554 Quest Diagnostics honors our service members and encourages veterans to apply. While we appreciate and value our staffing partners, we do not accept unsolicited resumes from agencies. Quest will not be responsible for paying agency fees for any individual as to whom an agency has sent an unsolicited resume. Equal Opportunity Employer: Race/Color/Sex/Sexual Orientation/Gender Identity/Religion/National Origin/Disability/Vets or any other legally protected status.

Full-Time | On-site in Grand Rapids, MI Your Expertise Shapes Our Teams As a Human Resources Business Partner, you'll be a trusted advisor to leaders, helping them create inclusive environments where every team member feels valued, supported, and safe. You'll guide leaders through culture-building, employee relations, and challenging conversations while offering training and thoughtful feedback that strengthens teams. Your creativity, curiosity, and analytical mindset will help you build strong, collaborative relationships across a diverse team united by a shared commitment to helping others live with dignity and purpose. Brio Living Services Takes Care of You Competitive compensation packages Up to 6 weeks of flexible time off | 6 Paid Holidays | 2 Floating Holidays $500 Team Member Referral bonus program Growth Opportunities | Educational Scholarship Program | Tuition Reimbursement You Are: able to proactively problem solve and identify risks, combine disparate data to diagnose the root cause of emergent issues, interpret and ensure adherence to laws and regulations. You stay up-to-date on how changing laws might impact how our teams perform. You've never met a stranger. You can get to know anyone and empathize with their perspective, driving motivations, and build the strong relationships needed to effectively guide leaders. You're calm in a crisis. You're not easily rattled and can lower the temperature to identify a path forward while balancing the emotional stakes of leaders, managers, team members, residents, and family members. You're a compassionate coach. You can deliver impactful learning and education to team members regardless of their altitude and learning style. You can identify areas in need of support and deliver accordingly. You're a leader. You can take command and provide guidance to team members of all backgrounds, not just the team members you supervise. Together We'll Be: A passionate and enthusiastic team of humans who love to help. Working collaboratively and creatively with a team of Human Resources professionals, you will help shape a future of caregiving professionals that support thousands of aging adults across Michigan. Minimum Requirements A Bachelor's degree in Human Resources, Labor Relations, Business Administration or equivalent experience Two years of team member relations experience Comprehensive understanding of labor laws and regulations, particularly in Michigan Strong conflict resolution, negotiation, and mediation skills Ability to balance the interests of multiple stakeholders and drive toward consensus Ability to build credibility, trust, and resilient relationships with team members of all levels Occasional travel for required meetings, training sessions, and other work-related events Nice-to-Haves An advanced degree or HR certification SHRM-CP or PHR certification We can't wait to review your thoughtful application and get to know you! The above is a summary of the position, it in no way states or implies that these are the only duties this position will be required to perform. If selected for the position you will receive a full job description. ACCESSIBILITY SUPPORT Brio Living Services is committed to offering reasonable accommodation to job applicants with disabilities. If you need assistance or an accommodation due to disability, please contact us. BRIO LIVING SERVICES IS AN EQUAL OPPORTUNITY EMPLOYER Brio Living Services provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, or genetics in accordance with applicable federal, state and local laws. Req# 10355

Compassion. Accountability. Collaboration. Foresight. Joy. These are the Aspirus Core Values; and we are looking for the BEST around to join us as we demonstrate those values Every. Single. Day. Aspirus Keweenaw Hospital in Laurium, MI is seeking a HUMAN RESOURCES BUSINESS PARTNER to join our HUMAN RESOURCES team! The Human Resources Business Partner serves as a key member of Client's team by partnering with them to drive business strategy through the Human Resources function for Client leaders and employees, including employee relations, employee counseling and corrective action, labor relations, performance management and employee engagement. Collaborates with Areas of Expertise to provide strategic support to Client. Supports the development, integration and implementation of Business Unit and HR policies and practices. HOURS: Full-Time or 1.0 FTE, 80 hours every 2 weeks. Experience/Qualifications * Bachelor's Degree or equivalent combination of education and experience is required. Master's Degree preferred. * Minimum of 5 years progressive HR experience preferred. * HR certification preferred. * Critical thinking, analytical, and problem solving. Alternative Dispute Resolution. Collaborative. Business competence. Public speaking competence. Ability to function independently and in a team environment. Ability to adapt readily to a changing healthcare environment. Employee Benefits * Full benefits packages available for part- and full-time status. * PTO accrual from day one! * Generous retirement plan with match available. * Wellness program for employees and their families. Aspirus Keweenaw Hospital is a 25-bed hospital grounded in a strong tradition of community and patient-focused care. We are a non-profit, community-directed health care organization based in Laurium, Michigan, with clinics and outreach services in Laurium, Calumet, Houghton and Lake Linden. Aspirus Keweenaw is part of the Aspirus, Inc. exclusive hospital and clinic network, home health and hospice care, pharmacy, critical care, rehab fitness center, medical goods and philanthropic foundation. This is one of three hospitals in the Upper Peninsula of Michigan in the Aspirus family: joining Aspirus Ironwood and Aspirus Iron River Hospital. Our Mission: We heal people, promote health and strengthen communities. Our Vision: Aspirus is a catalyst for creating healthy, thriving communities, trusted and engaged above all others. As an Aspirus team, we demonstrate caring, we plan to impact the future, work with happiness and enthusiasm, recognize our power to make a difference and improve the health of our communities. Aspirus Health is a nonprofit, community-directed health system based in Wausau, Wisconsin, serving northeastern Minnesota, northern and central Wisconsin and the Upper Peninsula of Michigan. The health system operates 18 hospitals and 130 outpatient locations with nearly 14,000 team members, including 1,300 employed physicians and advanced practice clinicians. For more information visit aspirus.org. Click here to learn more about the Keweenaw Peninsula. Credentials:

NeuroRestorative, a part of the Sevita family, provides rehabilitation services for people of all ages with brain, spinal cord and medically complex injuries, illnesses and other challenges. In a variety of locations and community-based settings, we offer a range of programs, including vocational and therapy programs, day treatments, and specialized services for infants, children, adolescents, Military Service Members and Veterans. **Human Resources Manager and Business Partner** Salary: $64K - $84K plus yearly bonus Hours: Monday -Friday 8 am - 5 pm, but some flexibility is required should there be a business need occurring in one of our facilities after hours or on the weekend. This is an on-site, in-person position with occasional opportunities for remote work. **SUMMARY** The HR Manager and Business Partner, acts as the business partner to operational leaders and other key stakeholders they support. Is responsible for leading and/or supporting strategic HR initiatives, such as HR projects and implementations for an operating group or region of an operating group, so that resources are allocated appropriately, records are consistently maintained, a consistent approach is applied. Serves as a business partner and point of consultative leadership to operational leaders. Manages HR compensation work such as mass pay changes, annual bonus payouts and annual performance reviews. May be assigned as the key HR contact on acquisition diligence and integration. Manages responses to audits and coordinates delivery of information, both for state agency or internal audits. Plans, executes, and finalizes projects according to deadlines and within budget. Acquires necessary resources and coordinates the efforts of team members in order to deliver projects or implementations according to plan, with quality control oversight throughout. **ESSENTIAL JOB FUNCTIONS** _To perform this job successfully, an individual must be able to satisfactorily perform each essential function listed below:_ + Serves as liaison and partners with Operations Management on HR project, implementation on an ongoing basis. + Coordinates with local operations management and finance as necessary to process mass pay changes, annual bonus payouts and annual performance reviews. + May be assigned as the key HR contact on acquisition diligence and integration. + Supports the development and implementation of project plans and manages and controls project scope. Participates in overall project communication and resolves issues or roadblocks to success. + Serves as primary point of accountability for assigned state agency or internal audits. Provides reports or requested documentation, either producing individually, or seeking out and engaging the best resources to enable compliance with the request. + Plans and coordinates activities, services and programs among departments and personnel across the operating group, which may include rollout of new initiatives such as corporate mandates, compensation program changes, training, performance management, or policy and procedure changes. + Utilizes reports and metrics to suggest improvements regarding systems, processes, or business priorities. + In partnership with Operational Leadership and the Business Manager/Director analyzes HR and business results, develops new strategies, creates and presents the business case and plan for transformation. Then quantifies the financial impact of approved initiatives as required and monitor progress towards targets. + Identifies and leads project implementation for potential areas of opportunity with respect to employee engagement/retention, compliance, HR quality improvement and cost reduction. + May develop or deliver training and teaching materials based on project or implementation requirements and development of leaders. + Leads the talent assessment and succession planning process and drives focus on development plans with in assigned areas. + Performs other duties and actions as required. **SUPERVISORY RESPONSIBILITIES** + May supervise HR Operations Specialists in larger operating groups depending on the number of employees. + Manages assigned personnel. Completes performance evaluations, orientation, and training. Makes decisions on employee hires, transfers, promotions, salary changes, discipline, terminations, and similar actions. Resolves employee problems within position responsibilities. **Minimum Knowledge and Skills required by the Job** _The requirements listed below are representative of the knowledge, skill, and/or abilities required to perform the job:_ **_Education and Experience:_** + Bachelor's Degree in human resources required. + 5 years related Human Resources experience preferred. + At least one year in a management/supervisory role is preferred. Ability to mentor and motivate direct reports. **_Certificates, Licenses, and Registrations:_** + None required **_Other Skills and Abilities:_** + Strongpresentation and communication skills + Demonstrated organization skills and ability to meet deadlines + Resource management skills, particularly in a matrix environment helpful + Flexibility + PowerPoint, Excel, project management tracking, Word utility + Ability to build relationships and achieve results through indirect reports **_Other Requirements:_** **_-_** Travel as needed, generally occasional; may be more frequent depending on project initiatives and requirements. **_Physical Requirements:_** + **Sedentary work.** Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met **_._** Sevita is a leading provider of home and community-based specialized health care. We believe that everyone deserves to live a full, more independent life. We provide people with quality services and individualized supports that lead to growth and independence, regardless of the physical, intellectual, or behavioral challenges they face. We've made this our mission for more than 50 years. And today, our 40,000 team members continue to innovate and enhance care for the 50,000 individuals we serve all over the U.S. _As an equal opportunity employer, we do not discriminate on the basis of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, veteran status, citizenship, or any other characteristic protected by law._

Salary: $64K - $84K plus yearly bonus Hours: Monday -Friday 8 am - 5 pm, but some flexibility is required should there be a business need occurring in one of our facilities after hours or on the weekend. with occasional opportunities for remote work. SUMMARY The HR Manager and Business Partner, acts as the business partner to operational leaders and other key stakeholders they support. Is responsible for leading and/or supporting strategic HR initiatives, such as HR projects and implementations for an operating group or region of an operating group, so that resources are allocated appropriately, records are consistently maintained, a consistent approach is applied. Serves as a business partner and point of consultative leadership to operational leaders. Manages HR compensation work such as mass pay changes, annual bonus payouts and annual performance reviews. May be assigned as the key HR contact on acquisition diligence and integration. Manages responses to audits and coordinates delivery of information, both for state agency or internal audits. Plans, executes, and finalizes projects according to deadlines and within budget. Acquires necessary resources and coordinates the efforts of team members in order to deliver projects or implementations according to plan, with quality control oversight throughout. ESSENTIAL JOB FUNCTIONS To perform this job successfully, an individual must be able to satisfactorily perform each essential function listed below: Serves as liaison and partners with Operations Management on HR project, implementation on an ongoing basis. Coordinates with local operations management and finance as necessary to process mass pay changes, annual bonus payouts and annual performance reviews. May be assigned as the key HR contact on acquisition diligence and integration. Supports the development and implementation of project plans and manages and controls project scope. Participates in overall project communication and resolves issues or roadblocks to success. Serves as primary point of accountability for assigned state agency or internal audits. Provides reports or requested documentation, either producing individually, or seeking out and engaging the best resources to enable compliance with the request. Plans and coordinates activities, services and programs among departments and personnel across the operating group, which may include rollout of new initiatives such as corporate mandates, compensation program changes, training, performance management, or policy and procedure changes. Utilizes reports and metrics to suggest improvements regarding systems, processes, or business priorities. In partnership with Operational Leadership and the Business Manager/Director analyzes HR and business results, develops new strategies, creates and presents the business case and plan for transformation. Then quantifies the financial impact of approved initiatives as required and monitor progress towards targets. Identifies and leads project implementation for potential areas of opportunity with respect to employee engagement/retention, compliance, HR quality improvement and cost reduction. May develop or deliver training and teaching materials based on project or implementation requirements and development of leaders. Leads the talent assessment and succession planning process and drives focus on development plans with in assigned areas. Performs other duties and actions as required. SUPERVISORY RESPONSIBILITIES May supervise HR Operations Specialists in larger operating groups depending on the number of employees. Manages assigned personnel. Completes performance evaluations, orientation, and training. Makes decisions on employee hires, transfers, promotions, salary changes, discipline, terminations, and similar actions. Resolves employee problems within position responsibilities. Minimum Knowledge and Skills required by the Job The requirements listed below are representative of the knowledge, skill, and/or abilities required to perform the job: Education and Experience: Bachelor's Degree in human resources required. 5 years related Human Resources experience preferred. At least one year in a management/supervisory role is preferred. Ability to mentor and motivate direct reports. Certificates, Licenses, and Registrations: None required Other Skills and Abilities: Strong presentation and communication skills Demonstrated organization skills and ability to meet deadlines Resource management skills, particularly in a matrix environment helpful Flexibility PowerPoint, Excel, project management tracking, Word utility Ability to build relationships and achieve results through indirect reports Other Requirements: * Travel as needed, generally occasional; may be more frequent depending on project initiatives and requirements. Physical Requirements: Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

Salary: $64K - $84K plus yearly bonus Hours: Monday -Friday 8 am - 5 pm, but some flexibility is required should there be a business need occurring in one of our facilities after hours or on the weekend. with occasional opportunities for remote work. SUMMARY The HR Manager and Business Partner, acts as the business partner to operational leaders and other key stakeholders they support. Is responsible for leading and/or supporting strategic HR initiatives, such as HR projects and implementations for an operating group or region of an operating group, so that resources are allocated appropriately, records are consistently maintained, a consistent approach is applied. Serves as a business partner and point of consultative leadership to operational leaders. Manages HR compensation work such as mass pay changes, annual bonus payouts and annual performance reviews. May be assigned as the key HR contact on acquisition diligence and integration. Manages responses to audits and coordinates delivery of information, both for state agency or internal audits. Plans, executes, and finalizes projects according to deadlines and within budget. Acquires necessary resources and coordinates the efforts of team members in order to deliver projects or implementations according to plan, with quality control oversight throughout. ESSENTIAL JOB FUNCTIONS To perform this job successfully, an individual must be able to satisfactorily perform each essential function listed below: Serves as liaison and partners with Operations Management on HR project, implementation on an ongoing basis. Coordinates with local operations management and finance as necessary to process mass pay changes, annual bonus payouts and annual performance reviews. May be assigned as the key HR contact on acquisition diligence and integration. Supports the development and implementation of project plans and manages and controls project scope. Participates in overall project communication and resolves issues or roadblocks to success. Serves as primary point of accountability for assigned state agency or internal audits. Provides reports or requested documentation, either producing individually, or seeking out and engaging the best resources to enable compliance with the request. Plans and coordinates activities, services and programs among departments and personnel across the operating group, which may include rollout of new initiatives such as corporate mandates, compensation program changes, training, performance management, or policy and procedure changes. Utilizes reports and metrics to suggest improvements regarding systems, processes, or business priorities. In partnership with Operational Leadership and the Business Manager/Director analyzes HR and business results, develops new strategies, creates and presents the business case and plan for transformation. Then quantifies the financial impact of approved initiatives as required and monitor progress towards targets. Identifies and leads project implementation for potential areas of opportunity with respect to employee engagement/retention, compliance, HR quality improvement and cost reduction. May develop or deliver training and teaching materials based on project or implementation requirements and development of leaders. Leads the talent assessment and succession planning process and drives focus on development plans with in assigned areas. Performs other duties and actions as required. SUPERVISORY RESPONSIBILITIES May supervise HR Operations Specialists in larger operating groups depending on the number of employees. Manages assigned personnel. Completes performance evaluations, orientation, and training. Makes decisions on employee hires, transfers, promotions, salary changes, discipline, terminations, and similar actions. Resolves employee problems within position responsibilities. Minimum Knowledge and Skills required by the Job The requirements listed below are representative of the knowledge, skill, and/or abilities required to perform the job: Education and Experience: Bachelor's Degree in human resources required. 5 years related Human Resources experience preferred. At least one year in a management/supervisory role is preferred. Ability to mentor and motivate direct reports. Certificates, Licenses, and Registrations: None required Other Skills and Abilities: Strong presentation and communication skills Demonstrated organization skills and ability to meet deadlines Resource management skills, particularly in a matrix environment helpful Flexibility PowerPoint, Excel, project management tracking, Word utility Ability to build relationships and achieve results through indirect reports Other Requirements: • Travel as needed, generally occasional; may be more frequent depending on project initiatives and requirements. Physical Requirements: Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

Compassion. Accountability. Collaboration. Foresight. Joy. These are the Aspirus Core Values; and we are looking for the BEST around to join us as we demonstrate those values Every. Single. Day. Aspirus Health is seeking a HUMAN RESOURCES BUSINESS PARTNER to join our team in the Upper Peninsula Region! The Human Resources Business Partner serves as a key member of Client's team by partnering with them to drive business strategy through the Human Resources function for Client leaders and employees, including employee relations, employee counseling and corrective action, labor relations, performance management and employee engagement. Collaborates with Areas of Expertise to provide strategic support to Client. Supports the development, integration and implementation of Business Unit and HR policies and practices. HOURS: Full-Time or 1.0 FTE This position could be located at any of our UP locations: Laurium, Ironwood or Iron River Experience/Qualifications * Bachelor's Degree or equivalent combination of education and experience is required. Master's Degree preferred. * Minimum of 5 years progressive HR experience preferred. * HR certification preferred. * Critical thinking, analytical, and problem solving. Alternative Dispute Resolution. Collaborative. Business competence. Public speaking competence. Ability to function independently and in a team environment. Ability to adapt readily to a changing healthcare environment. Employee Benefits * Full benefits packages available for part- and full-time status. * PTO accrual from day one! * Generous retirement plan with match available. * Wellness program for employees and their families. Aspirus Iron River Hospital & Clinics is one of three hospitals in the Upper Peninsula of Michigan in the Aspirus family. With 300+ employees, Aspirus Iron River Hospital and Clinics serves people through a 25-bed hospital, physician clinics, dialysis center, rehab fitness center, ambulance service, and home care and hospice. The outpatient part of this practice is located in a stand-alone clinic. This allows the provider to work independently yet have the specialist support and financial security from the entire Aspirus health care system. The critical access hospital has an average daily census of 9-10 patients. The hospital and clinics provide numerous services and has up to date technology, including 64 slice CT and a mobile MRI. The medical staff includes family practitioners, internal medicine, general surgeons, orthopedic surgeons, radiologist, emergency medicine physicians, Nurse Practitioners, and Physician Assistants. Visiting medical staff includes ophthalmologist, oncologist, cardiologist, ENT, podiatrist, and nephrologist. Our Mission: We heal people, promote health and strengthen communities. Our Vision: Aspirus is a catalyst for creating healthy, thriving communities, trusted and engaged above all others. As an Aspirus team, we demonstrate caring, we plan to impact the future, work with happiness and enthusiasm, recognize our power to make a difference and improve the health of our communities. Aspirus Health is a nonprofit, community-directed health system based in Wausau, Wisconsin, serving northeastern Minnesota, northern and central Wisconsin and the Upper Peninsula of Michigan. The health system operates 18 hospitals and 130 outpatient locations with nearly 14,000 team members, including 1,300 employed physicians and advanced practice clinicians. For more information visit aspirus.org. Click here to learn more about Iron River, Michigan

MICHIGAN GROUP - Detroit Market The Detroit Medical Center is one the largest academic medical centers in the United States, with a long and rich history of medical education, providing training in medical education for more than 100 years. As the nation shifted to more rigorous oversight of physician training, the DMC continued to be a leader in accredited programs in medical education beginning with the Ophthalmology Residency Program's accreditation in 1951, Pathology in 1953, Internal Medicine in 1956, Neurology in 1958. The DMC currently sponsors 80 programs, 72 are currently accredited by Accreditation Council for Graduate Medical Education (ACGME). This includes 10 programs under the Children's Hospital of Michigan. Six of these programs are accredited by other boards. In total, DMC trains over 1000 physicians each year. The DMC maintains Academic affiliations with Michigan State University's College of Osteopathic Medicine, Meharry Medical College and Wayne State University's School of Medicine. The faculty provides the majority of medical student, resident and fellow training at DMC hospitals. The Detroit Medical Center graduates outstanding physicians with advanced training in many specialties including Emergency Medicine, Surgery, Cardiology, Obstetrics and Gynecology, Neurology, Internal Medicine, Pathology, Pediatrics, Radiology and many more. The Chief Human Resources Officer will have direct oversight of the following hospitals: DMC Detroit Receiving Hospital , Michigan's first Level I Trauma Center, has played a pioneer role in the evolution of emergency medicine. Detroit Receiving hosts one of the busiest and most well-equipped emergency departments in southeast Michigan. The oldest and largest verified Level I Burn Center in the state is at Detroit Receiving, and is one of only 43 in the country. This hospital also boasts the state's leading hyperbaric oxygen treatment program, Metro Detroit's first certified primary stroke center, and the nationally recognized Rosa Parks Geriatric Center. Detroit Receiving offers expertise in emergency medicine, complex trauma, critical care, orthopedics, neurosciences, nephrology, pulmonology, diabetes, geriatrics and urology. DMC Harper-Hutzel Hospital has distinguished itself in surgery and medicine and is known for its clinical expertise, innovative research and advanced education. Harper-Hutzel has established Centers of Excellence in neurosciences, bariatric surgery, vascular services, multidisciplinary cardiovascular services, hypertension, stroke prevention and heart failure. Harper-Hutzel is home to the revolutionary Cardio Team One, the new standard of excellence in heart care and is nationally recognized for cutting-edge research in high-risk obstetrics, infertility, reproductive genetics, neonatology, maternal fetal medicine, midwifery, gynecology, urogynecology, menopause, permanent birth control and alternatives to hysterectomy. Harper-Hutzel is a hospital with a rich history of over 143 years as Michigan's first and only hospital for women, and patients benefit from our commitment to research and education. POSITION SUMMARY: The Hospital Chief Human Resources Officer serves the hospital and group leadership team as strategic advisor providing high-quality consultancy on a diverse set of strategic and operational HR issues; representing specific hospital or market needs; ensuring implementation and application of agreed upon HR processes, systems, policies and programs; leads escalation and resolution of employee relation matters; lead HR functional liaison to a specific hospital or market accountable to attract, develop and retain key talent. The Hospital CHRO serves as the key liaison to “broker” the HR service delivery model ensuring appropriate support of human resource services and solutions are provided in areas such as talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design and restructuring. He/she is accountable to ensure oversight and governance of group and hospitals HR processes, systems, and policies. FUNCTIONAL EXPECTATIONS & REQUIREMENTS: Consults with business leaders on critical capability and capacity gaps, short- and long-term talent needs, compensation, organization effectiveness and employee development requirements and labor management strategies. Partners with Hospital Operations CHRO and Tenet CoEs leaders to proactively identify and implement strategic solutions and interventions across all functional areas ensuring SLA and KPI targets are met. Partners with external HR groups/societies to stay abreast of key industry trends and best practices. Partners with other senior HR leaders to ensure the successful implementation and constant evolution of the HR service delivery model. ESSENTIAL FUNCTIONS OF THE ROLE: Acts as a point of contact to the business for all HR related services and solutions. Plays an active business partner role in strategic meetings (budget process, strategic planning, etc.) and translates business strategies into HR initiatives. Manages labor and productivity initiatives and actions to deliver cost improvement in areas such as overtime, premium labor, headcount efficiency and contract labor. Acts as a catalyst to ensure the acquisition, development and performance of leading talent and partners with members of HR service delivery model to ensure sourcing, staffing, and onboarding needs are met. Builds the capability of direct reports and that of the broader HR team, identifying and supporting them through their own development and towards their career go Drives the use of data analytics, and external/internal insights to design innovative HR solutions based on short- and long-term business needs. Deploys innovative, business relevant processes and solutions that drive the business strategy, talent management agenda, people engagement and organizational effectiveness and oversee service delivery (Time / Cost / Value / Quality / Direction / Strategy) according to internal and external service level agreements. Provides coaching to managers on how to analyze and identify solutions to drive the business and create greater organizational capability and engagement. Drives simplification and elimination of non-value-added work in the business and identifies efficiencies and drives organizational effectiveness. Builds capability internally and coaches' senior leaders on effective talent, organizational and employee engagement strategies. Drives culture change toward the direction of business (Understands the vision of the business, leads culture gap analysis, action plans against gaps, leverages communication tools/expertise to drive desired change) to ensure change initiative are managed in a predictable and controlled manner ensure overall objectives are achieved. Leverages external networks to understand market trends, shape organizational strategy and apply leading practices. Identifies the need for HR solutions and partners across HR to integrate and broker these services, overseeing and constantly improving a work-intake and contracting process to enable priorities and deliverables to emerge at enterprise, business unit and channel levels. Other duties as assigned. ORGANIZATIONAL LEADERSHIP - EXPECTATIONS & REQUIREMENTS: Use Astute Judgment Collaborates with corporate, regional, and A-Team members to achieve business results (e.g., HR Leader call, monthly HR regional meetings) and shares best practices and successes with others. Viewed by and sought after by leaders as HR advisors and expert with ability to influence decision of others; trusted confidante to CEO (e.g., sought out for personal and professional advice and counsel) Considers impact of HR decisions on the rest of the organization and therefore communicates across the organization to create awareness and gain support for HR decisions. Provides leadership in building loyalty, trust, and commitment throughout the organization (e.g., leads and participates in employee advocacy and engagement programs, supports EES and creates action plans for improvement, leads recognition efforts for the facility) Uses critical thinking and influencing skills to create organizational harmony when confronting divergent positions (e.g., uses metrics and data sources to support position and listens to all positions and counters/agrees professionally and in a timely manner) Demonstrates business acumen when managing competing priorities (e.g., presents creative ways to address debate between budget constraints vs. need for additional resources by creating career ladders instead of changing pay practices) Develop Organizational Talent Participates in workforce planning to ensure an adequate, competent, and productive workforce. Create/implement programs supporting the organization's future workforce needs (e.g., provides factual/current market position information, outlines obstacles/challenges and proposed solutions, creates annual long-term strategic workforce plan for facility, includes diversity/inclusion strategies in all aspects of business) Leads the talent management strategies of the facility including recruitment and retention strategies and development of integrated succession plan ensuring continuity of business operations (e.g., creates development and succession plans for all leaders) Effectively leads the pre-boarding, onboarding, orientation, and assimilation process for new employees (e.g., ensures 30/90-day reviews are conducted) Leads goal setting and performance review process for facility. Conducts needs assessments and develops training and development programs to ensure goals are attained (e.g., ensures all processes are timely and accurate, development plans are created and followed up on, recommends T and D classes as needed, ensures mandated education is fulfilled without T/O due to timeliness) Acts as effective coach and mentor to HR staff and leaders/staff outside HR as required. Aligns the Organization Attends and contributes to the facility business planning process; ensures that the business plan aligns with the “people plan” as described in the HR workforce plan. Creates, defends, and implements creative/innovative cost reduction strategies for the workforce ensuring that employee engagement and recruitment and retentions strategies are not compromised. Provides global outlook on decisions and aligns with facility business plans when managing competing priorities; delegates to others as required and holds others accountable for results as demonstrated by timely, complete, and effective outcomes. Provides timely responses to corporate and regional leadership ensuring timetables are consistently met (e.g., EAL complaints, Tenet Heroes submissions, TRIPP reports, Edu requirements, etc.) Optimize Execution Consistent and timely administration and communicating of policies, regulations and legal mandates as stated by effective dates on document/policies, etc. Ensure responsible parties understand changes and any related actions. Actively participates in and executes acquisitions and divestitures. HR lead for the facility in manpower planning, benefit, and compensation transitions, all on-boarding and off-boarding, as well as RIF notifications as required. Completes and communicates final investigative results of ER/Labor relations or EAL complaints, or reasons for delay in issuing results, within 48 hours of receipt. Collaborates with compensation and benefits to implement timely and effective compensation and benefit policies and programs (e.g., annual enrollment, new hire and termination requirements, wellness initiatives, etc.) Collaborates with legal and ethics/compliance departments on matters related to the enforcement of policies and procedures as well as Tenet's “Standards of Conduct;” leads HR in all internal and external audits (e.g., Joint Commission, internal audits, etc.) Drive Organizational Success Strategically develops and executes creative initiates to increase participation in the annual employee engagement survey; takes the lead in creating and driving facility action plans to completion through focus groups, training, and development, etc. Actively works to improve the delivery and execution of HR programs and processes to increase operational effectiveness and efficiencies. Plans seamless transitions ensuring minimal disruption of workplace. Understands and articulates HR policy, procedures, and protocols and is able to defend and support organization's position relative to same and confidently communicate changes. Works with A-Team members to collaborate and deliver cross-functional programs and processes (e.g., cost reduction strategies, quality, and volume related incentive programs, etc.) Leads and is held accountable for the “People Pillar” initiatives for the facility; actively participates in hardwiring and delivering retention strategies for the facility (e.g., leads TRIPP programs including bi-weekly calls as required) CANDIDATE EXPERIENCE, ATTRIBUTES AND EDUCATION REQUIREMENTS: At least 10 years' experience in providing Human Resources services, solutions, and leadership in roles of different levels of size, complexity, business model maturity, etc. Partnering with business leaders to develop, design and implement relevant strategic human resources strategies. Ability to manage and develop senior HR functional and leadership capability. Led organization design, restructuring and strategic workforce planning initiatives. Has successfully led complex and system-wide organizational change that is a result of operating model transformation, business startup, mergers and acquisitions, business consolidation, etc. Experience in creating and enhancing organizational culture through organizational effectiveness and development strategies that deliver higher levels of employee engagement, commitment, and satisfaction. Highly skilled in executing “generalist” HR core processes in areas such as talent management, talent acquisition, employee relations, compensation, performance management, employee assessment and development, success planning and organizational development. Diverse background in multiple industries and/or operating units within the same organization. PROFESSIONAL AND PERSONAL KNOWLEDGE, SKILLS, AND ABILITY REQUIREMENTS: Skillful at influencing senior leaders and diverse perspectives towards common goals. Able to surgically analyze and diagnose business and people performance, organizational climate and culture and use data to create insights that drive higher thinking and outcomes. Ability to effectively balance enterprise and business specific requirements through high quality HR business partnering, superior consultative skills and knowledge of the business. Developed, led, and implemented organization and functional change management strategies, initiatives, and process. Ability to identify, develop and retain high quality talent balancing multiple engagement and reward levers to deliver overall individual and organization value and capability. Ability to effectively manage a budget, interpret a P&L, understand key business drivers and has solid cost benefit trade off analysis and planning skills. Ability to manage multiple priorities and initiatives keeping all in balance and delivering within cost, timing, change impact expectations. Strong organization planning, critical thinking, and prioritization skills. Ability to inspire and motivate all levels of the HR organization from the frontline to senior HR professionals. Ability to develop strategy that can be translated into clear, concise, and actionable initiatives and action plans. Demonstrates strong courageous leadership skills in the ability to make balanced, difficult, and complex decisions in the face of opposition. Education/Certifications Bachelor's degree in human resource management or related field required. Master's degree in human resources or related field (preferred). #LI-JK2

Compassion. Accountability. Collaboration. Foresight. Joy. These are the Aspirus Core Values; and we are looking for the BEST around to join us as we demonstrate those values Every. Single. Day. Aspirus Health is seeking a HUMAN RESOURCES MANAGER to join our team in our Upper Peninsula Region! The Human Resources Manager serves as a key HR contact for assigned business units, departments or facilities, delivering high-quality consultation and operational support on a broad range of HR matters. This role supports leaders by implementing HR strategies, facilitating employee relations, supporting organizational development efforts, and ensuring consistent application of HR policies, processes, and programs. This position plays a vital role in the execution of HR initiatives aligned with workforce priorities and helps "broker" HR services across talent management, total rewards, staffing, learning and development, and employee relations. HOURS: Full-Time or 1.0 FTE This position could be located at any of our three UP locations: Laurium, Ironwood or Iron River Experience/Qualifications * An in-depth and up-to-date knowledge of employee relations, law, and technology, as well as basic statistics, at a level normally acquired through completion of a Bachelor's Degree in Business Administration, Human Resources Administration. Master's degree preferred. * Three to five years' progressively more responsible work experience (with approximately three years in health care strongly preferred). * Previous experience in standardizing HR functions in healthcare is preferred, with working knowledge of total rewards, HRIS, workforce planning/recruiting, and organizational development, training is highly preferred. * Strong relationship-building and consultative skills with the ability to influence and support leaders. * Solid working knowledge of employment laws and HR best practices. * Proficient in using HRIS systems and HR analytics tools to inform recommendations. * Excellent interpersonal, communication, and problem-solving skills. * Ability to manage multiple priorities in a fast-paced environment while maintaining attention to detail. * Comfort working both independently and collaboratively within a matrixed team. Employee Benefits * Full benefits packages available for part- and full-time status. * PTO accrual from day one! * Generous retirement plan with match available. * Wellness program for employees and their families. Aspirus Keweenaw Hospital is a 25-bed hospital grounded in a strong tradition of community and patient-focused care. We are a non-profit, community-directed health care organization based in Laurium, Michigan, with clinics and outreach services in Laurium, Calumet, Houghton and Lake Linden. Aspirus Keweenaw is part of the Aspirus, Inc. exclusive hospital and clinic network, home health and hospice care, pharmacy, critical care, rehab fitness center, medical goods and philanthropic foundation. This is one of three hospitals in the Upper Peninsula of Michigan in the Aspirus family: joining Aspirus Ironwood and Aspirus Iron River Hospital. Our Mission: We heal people, promote health and strengthen communities. Our Vision: Aspirus is a catalyst for creating healthy, thriving communities, trusted and engaged above all others. As an Aspirus team, we demonstrate caring, we plan to impact the future, work with happiness and enthusiasm, recognize our power to make a difference and improve the health of our communities. Aspirus Health is a nonprofit, community-directed health system based in Wausau, Wisconsin, serving northeastern Minnesota, northern and central Wisconsin and the Upper Peninsula of Michigan. The health system operates 18 hospitals and 130 outpatient locations with nearly 14,000 team members, including 1,300 employed physicians and advanced practice clinicians. For more information visit aspirus.org. Click here to learn more about the Keweenaw Peninsula.

As a key member of our HR Technology team, you will help to shape and support a world class digital employee experience for our people. In this role, you'll act as a core part of the HR Technology team working across a wide variety of functional HR domains and partner with our Technology team to help design, deliver and support world-class technology enabled HR processes Our team partners closely with HR Centers of Excellence (COE), HR Business Partners and our HR Operations team, to understand their challenges and strategic priorities. We combine innovative HR process and operational support experience, with a strong appreciation of HR technology capabilities, to help these partners define their vision and business requirements. In collaboration with our IT partners, we provide the introduction, optimization, and business support of our key enabling technologies. This role will require 4 days per week onsite at one of our Corporate locations in Sleepy Hollow, NY, Rensselaer NY, or Warren, NJ. This is not available for fully remote / hybrid work. As a Sr. Manager, HR Technology a typical day may include: * Partner closely with our HR COE and HRBP leadership to understand their challenges, business priorities, and associated prioritization. Provide strategic guidance and ensure alignment with organizational goals. * Armed with this knowledge, oversee the development of clear and concise business and functional design requirements. Lead the creation of a prioritized backlog and ensure smooth transition to IT Product Managers for solution design and delivery. Provide oversight for, as well as conduct user acceptance testing and ensure alignment with business needs. Partner with COE resources to ensure change/comms/training materials are updated in line with process changes. * Drive successful business outcomes by applying advanced business analyst capabilities (strategic thinking, agile working, process design expertise, data analysis, critical thinking, problem solving, stakeholder communication, etc.) throughout project lifecycles. Identify and implement innovative tools to support workforce needs or extend the use of existing tools into new locations or functional areas. * Oversee and provide end-user support for Workday (Core HCM & Security) and ensure processes support the resolution of queries in a customer-centric manner. Provide strategic insights from ticket management trends to inform training/communication strategies and continuous improvement demands. * Manage the escalation process to Technology partners for any technical issues/incidents. Provide governance and ensure escalations are resolved in a timely and effective manner. * Establish and maintain strong relationships with stakeholders (globally and locally). Develop an intimate understanding of their key strategic and operational demands, translating these into actionable plans and requirements. Oversee the end-to-end journey of these demands and projects from idea to operational delivery to ensure key stakeholders are kept informed of progress. * Partner with IT Product Managers, to ensure business and functional requirements are documented and understood. Ensure prioritized demands are delivered within agreed timelines and to a level of quality expected by the business. * Stay abreast of the latest industry trends and thought leadership, to ensure that we are keeping an eye on the future and art of the possible with regards to all roadmap planning and delivery. This role may be for you if you have: * Proven ability to manage multiple projects delivered on time with high customer and team satisfaction. * Strong data analytics skills to distill complex details into actionable insights and recommendations. * Comfortable working with ambiguity, supporting diverse leaders with diverse needs, and driving alignment in a unified direction. * Effective communicator with credibility and empathy, engaging with stakeholders and driving collaboration. * Intellectual curiosity to optimize business requirements and identify innovative solutions to complex problems. To be considered for this role you are required to posses a Bachelor's or Master's degree in a related field with 8+ years of experience in HR, focusing on WorkDay Core HR and Security processes/technology in a global environment. Extensive hands-on experience with Workday HCM and Security, translating business demands into high-quality requirements. Does this sound like you? Apply now to take your first step towards living the Regeneron Way! We have an inclusive culture that provides comprehensive benefits, which vary by location. In the U.S., benefits may include health and wellness programs (including medical, dental, vision, life, and disability insurance), fitness centers, 401(k) company match, family support benefits, equity awards, annual bonuses, paid time off, and paid leaves (e.g., military and parental leave) for eligible employees at all levels! For additional information about Regeneron benefits in the US, please visit ********************************************************************* For other countries' specific benefits, please speak to your recruiter. Please be advised that at Regeneron, we believe we are most successful and work best when we are together. For that reason, many of Regeneron's roles are required to be performed on-site. Please speak with your recruiter and hiring manager for more information about Regeneron's on-site policy and expectations for your role and your location. Regeneron is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion or belief (or lack thereof), sex, nationality, national or ethnic origin, civil status, age, citizenship status, membership of the Traveler community, sexual orientation, disability, genetic information, familial status, marital or registered civil partnership status, pregnancy or parental status, gender identity, gender reassignment, military or veteran status, or any other protected characteristic in accordance with applicable laws and regulations. The Company will also provide reasonable accommodation to the known disabilities or chronic illnesses of an otherwise qualified applicant for employment, unless the accommodation would impose undue hardship on the operation of the Company's business. For roles in which the hired candidate will be working in the U.S., the salary ranges provided are shown in accordance with U.S. law and apply to U.S.-based positions. For roles which will be based in Japan and/or Canada, the salary ranges are shown in accordance with the applicable local law and currency. If you are outside the U.S, Japan or Canada, please speak with your recruiter about salaries and benefits in your location. Please note that certain background checks will form part of the recruitment process. Background checks will be conducted in accordance with the law of the country where the position is based, including the type of background checks conducted. The purpose of carrying out such checks is for Regeneron to verify certain information regarding a candidate prior to the commencement of employment such as identity, right to work, educational qualifications etc. Salary Range (annually) $132,400.00 - $216,000.00

Employment Type:Full time Shift:Day ShiftDescription: ***WorkDay HRIS experience will be crucial*** ***Hybrid / Remote, per Trinity Health policy*** Purpose HR Operations Consultant serves as a business operations consultant & liaison to HM business line leaders & COEs supporting operations, projects, programs & service delivery outcomes. Work activities are performed with direction & oversight from the CHRO/Director HRBP, in collaboration with various organizational levels, & often requires critical thinking, exchanging & disseminating information, problem solving, & independently completing actions requiring planning, implementation, coordination & evaluation activities. Work assignments are considered ‘stretch' & demonstrate a broad base knowledge of multiple operational areas of human resources &/or seasoned knowledge in an area of specialization, field of concentration or discipline to understand business needs & the interrelationship of issues impacting the implementation & delivery of strategically aligned business operations & services. Essential Functions Our Trinity Health Culture: Knows, understands, incorporates & demonstrates our Trinity Health Mission, Values, Vision, Actions & Promise in behaviors, practices & decisions. Consultation Service: Provides consultative support to HR Leadership in the implementation of HR strategy, workforce plans, operational services & other initiatives. Proactively consults & engages operationally on the development & implementation of HR programs & strategies. Provides business context to ensure consistency with HR-related decision support, client communications & program administration. Operation Expertise: Provides leadership, direction & oversight of HR program(s) or workstreams. Ensures HR services, processes, policies & procedures are communicated, implemented & aligned. Facilitates and develops HR operations processes & tools. Provide escalated support for HR tactical functions. Serves as a technical resource providing clarification of business operational services, issue resolution & implementation of recommended actions. Project Management: Manages & implements small to medium-scale projects, programs & initiatives. Develops & manages aligned production, communications, service delivery plans & workflows to ensure plans are successfully implemented & services are delivered on time, on budget & to specifications. Data Management & Analysis: Research & compiles information to support ad-hoc operational projects & initiatives. Synthesizes & analyzes data & provides detailed summaries including graphical data presentations illustrating trends & recommending practical options or solutions while considering the impact on business strategy & supporting leadership decision making. Leverages program & operational data & measurements to define & demonstrate progress, ROI & impacts. Maintains a working knowledge of applicable Federal, state & local laws/regulations, Trinity Health Integrity & Compliance Program & Code of conduct, as well as other policies & procedures to ensure adherence in a manner that reflects honest, ethical & professional behavior. Provides consultative support to the CHRO/Director HRBP in the implementation of HM business HR strategy, workforce plans, operational services & other initiatives. Interfaces with operational leaders at all levels, as well as employees/colleagues. Ensures HR programs & services meet delivery expectations & are aligned to business strategy. Participates with, provides guidance & support business operational leaders to identify & determine local business needs while leveraging Centers of Expertise (COE) resources to achieve desired business outcomes. Responsible for specialized assignments requiring the application of analytical & adaptive thinking challenges & practical guidance & direction. Develops integrated solutions to resolve technical & business issues & strategies which support HR business needs. Serves as ministry point of contact for HR Shared Services (HRSS) & COE providing business context & ensuring requests submitted to COE are consistent with HRBP & leadership organization & talent strategy (e.g. supervisory org changes, job evaluation, internal equity, & market pricing requests, etc.). Obtains & exchanges information in response to COE services; serves as a technical resource providing clarification of business operational services, issue resolution & implementation of recommended actions. HRSC processes & HR employment & other administration activities (i.e., subpoena, colleague records) providing requested materials & monitoring completion & accuracy of actions Conducts data integrity audits; reviews, verifies, & maintains system data (e.g., supervisory orgs) & corrects system discrepancies. Identifies & prepares statistical & operational reports & metrics & provides appropriate interpretation & application of data. Interfaces with HRSC & TIS HR technology for guidance. Prepares, develops & presents communication materials, documentation, templates, toolkits, reports & detailed summaries & guidelines for a variety of audiences to ensure HR services, processes, policies & procedures are communicated, implemented & aligned. Maintains local HR intranet site updates, policy updates (reviewing, uploading & indexing). Gathers, validates, & prepares colleague & organizational data for transactions resulting from acquisition, colleague transitions, job elimination & transfers. Coordinates support for actions resulting from organizational changes, colleague retention or other ministry initiatives, including data transactions & communications. Performs job description updates & maintenance for job families or job roles pending standardization. Interfaces with COE for review & guidance to ensure appropriateness. Responds to department business leader requests for internal HR/COE information & directs leaders toward self-service or shared services channels as appropriate. Provide training & guidance as needed. Acts as liaison between HR & executives, management, professionals, & colleagues. Other duties as assigned. Minimum Qualifications Bachelor's degree in Human Resources Management, Business Administration or a related field, or an equivalent combination of education & experience. Minimum of three (3) years of progressively more responsible Human Resources experience which may include Talent Management, Organizational Development, Workforce Planning, Total Rewards, & Colleague & Labor Relations. Experience in state and federal laws & government & regulatory reporting requirements related to HR. Experience in the development, interpretation, and application of human resources policies, practices and programs. Demonstrated problem-solving skills. Self-directed. Additional Qualifications (nice to have) Familiarity with Workday HRIS preferred Physical & Mental Requirements & Working Conditions Indirect / Healthcare Support Services: ( OSHA: Healthcare support services mean services that facilitate the provision of healthcare services.) Direct Healthcare & Indirect / Healthcare Support Services: must be able to: Includes: Occasional clinical / patient facing integration environment. Occasional exposure to conditions which may be considered particularly disagreeable to sight, touch, sound, smell & tastes; May encounter fumes, orders, dusts, mists & gases, along with biohazards / hazards (mechanical, electrical, burns, chemicals, radiation, sharp objects, etc.); & be subject to noise, infectious waste / diseases & conditions. Continuous work time indoors (subject to travel requirements) under temperature-controlled & well-lit conditions Continuous travel to worksites Occasional variable internal & external environmental conditions Frequent activities that require standing / walking with the ability to vary / adjust physical position or activity. Occasional ability to lift a maximum of 30 pounds unassisted, use upper & lower extremities Occasional bending / stooping / reaching & pushing/pulling Occasional climbing, kneeling, crouching, or operating foot controls Continuous use of computer Continuous sitting Continuous capability & adaptability to perform assigned physical & mental processes amid interruptions, shifting priorities & stressful situations; Attend to tasks until complete, understand & relate to complex ideas & concepts & be able to remember multiple tasks & regimens extending over long periods of time & work on concurrent tasks / projects. Continuous ability to read small print, hear normal sounds & voice patterns, give / receive instructions & other verbal communications in-person & over the phone / computer / device / equipment assigned with some background noise. Occasional manual dexterity activities including grasping/handling. Occasional work time that involves physical efforts (e.g., transporting, moving, lifting & / or positioning) Continuous attention to maintain a safe working environment & use of available personal protective equipment (PPE). KEY: Average Workday Activity: Occasional (1% - 33%), Frequent (34% - 66%), Continuous (67% - 100%) Our Commitment Rooted in our Mission and Core Values, we honor the dignity of every person and recognize the unique perspectives, experiences, and talents each colleague brings. By finding common ground and embracing our differences, we grow stronger together and deliver more compassionate, person-centered care. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other status protected by federal, state, or local law.

Seeking Qualified Candidates for HR Manager Under general direction of the CEO, the Human Resources Manager is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of talent acquisition, succession planning, talent management, change management, organizational and performance management, training and development and compensation and benefits. Key Tasks and Responsibilities Manages a strategic recruitment process for all positions including posting, sourcing, selecting, and prescreening candidates; coordinating interviews; and preparing job offers. Conducts background checks and manages on-boarding activities. Assist in managing all health and welfare benefits, including COBRA, FMLA and other leaves of absence, disability, paid-time off, and worker's compensation. Coordinates claims resolution, change reporting, and monitors benefit changes. Provides support to team members with benefit questions or issues. Ensures legal compliance by monitoring and implementing applicable federal and state laws and regulations. Assists in research, development and implementation of human resources policies, procedures, and best practices. Maintains team member and people manager handbooks and written policies. Provides guidance to team members regarding policy interpretation. Provides guidance to managers on performance support and employee relations issues. Maintains Human Resource Information System records, employment files, and other records in compliance with laws, regulations, and best practices. Process Bi-weekly Payroll via ADP Conducts and analyzes exit interviews and provides managers with feedback. Drafts and updates s and conducts compensation research in order to accurately benchmark positions within salary ranges. Responsible for assisting the CEO ensuring succession planning for key positions in the company. Talent Development is also a responsibility of this position. Active member of the Safety Committee, preparing injury reports to present to committee, maintains logs of work related injuries and coordinates with worker's compensation. Ensures a positive work environment and culture for all employees including conducting employee satisfaction surveys. Ensure staff trainings are provided and attended in accordance to CARF Standards, funding sources' and PNLH's expectations. Compiles HR data and metrics. Provides data as needed internally and externally. Performs other duties as assigned. Education and Qualification Requirements Bachelor's degree in Human Resources or related field SHRM Certified Professional (SHRM-CP) or PHR highly preferred Minimum of two years experience in Human Resources in a role. Knowledge of Microsoft Office (Word, Excel, PowerPoint) as well as HRIS software. Be familiar and comfortable with the culture and characteristics of persons with Substance Use Disorders and mental health disorders. Provide a welcoming and accepting environment in which this population and their families can receive services. Empathic towards all employees and able to foster a positive work environment. Be flexible and adaptable to changing work environments. Be able to multi-task. Be confidential and a good listener. Have effective communication skills, both written and verbal Work Environment This job operates in a professional office environment This role routinely uses standard office equipment Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. About Personalized Nursing LIGHT House Personalized Nursing LIGHT House is a premier behavioral health care provider for adults with 34 years of specialized addiction treatment service. We have locations in Plymouth, Canton, Brighton, and Madison Heights. Our mission is to be an innovative and effective behavioral healthcare corporation (utilizing the LIGHT model of care), that strives for excellence clinically as well as administratively. Specifically, our intent is to increase client well being, decrease addiction severity, improve the quality of clients' mental and physical heath and contribute positively to society. All services will integrate substance use disorder, mental health and primary health care treatment in cohesive and client-centered programs. Job Type: Full-time Pay: $55,000 - 68,000 per year Benefits: 401(k) 401(k) matching Dental insurance Employee assistance program Flexible spending account Health insurance Life insurance Paid time off Vision insurance Schedule: 8 hour shift Day shift Monday to Friday Work Location: In person

Seeking Qualified Candidates for HR Manager Under general direction of the CEO, the Human Resources Manager is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of talent acquisition, succession planning, talent management, change management, organizational and performance management, training and development and compensation and benefits. Key Tasks and Responsibilities Manages a strategic recruitment process for all positions including posting, sourcing, selecting, and prescreening candidates; coordinating interviews; and preparing job offers. Conducts background checks and manages on-boarding activities. Assist in managing all health and welfare benefits, including COBRA, FMLA and other leaves of absence, disability, paid-time off, and worker's compensation. Coordinates claims resolution, change reporting, and monitors benefit changes. Provides support to team members with benefit questions or issues. Ensures legal compliance by monitoring and implementing applicable federal and state laws and regulations. Assists in research, development and implementation of human resources policies, procedures, and best practices. Maintains team member and people manager handbooks and written policies. Provides guidance to team members regarding policy interpretation. Provides guidance to managers on performance support and employee relations issues. Maintains Human Resource Information System records, employment files, and other records in compliance with laws, regulations, and best practices. Process Bi-weekly Payroll via ADP Conducts and analyzes exit interviews and provides managers with feedback. Drafts and updates s and conducts compensation research in order to accurately benchmark positions within salary ranges. Responsible for assisting the CEO ensuring succession planning for key positions in the company. Talent Development is also a responsibility of this position. Active member of the Safety Committee, preparing injury reports to present to committee, maintains logs of work related injuries and coordinates with worker's compensation. Ensures a positive work environment and culture for all employees including conducting employee satisfaction surveys. Ensure staff trainings are provided and attended in accordance to CARF Standards, funding sources' and PNLH's expectations. Compiles HR data and metrics. Provides data as needed internally and externally. Performs other duties as assigned. Education and Qualification Requirements Bachelor's degree in Human Resources or related field SHRM Certified Professional (SHRM-CP) or PHR highly preferred Minimum of two years experience in Human Resources in a role. Knowledge of Microsoft Office (Word, Excel, PowerPoint) as well as HRIS software. Be familiar and comfortable with the culture and characteristics of persons with Substance Use Disorders and mental health disorders. Provide a welcoming and accepting environment in which this population and their families can receive services. Empathic towards all employees and able to foster a positive work environment. Be flexible and adaptable to changing work environments. Be able to multi-task. Be confidential and a good listener. Have effective communication skills, both written and verbal Work Environment This job operates in a professional office environment This role routinely uses standard office equipment Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. About Personalized Nursing LIGHT House Personalized Nursing LIGHT House is a premier behavioral health care provider for adults with 34 years of specialized addiction treatment service. We have locations in Plymouth, Canton, Brighton, and Madison Heights. Our mission is to be an innovative and effective behavioral healthcare corporation (utilizing the LIGHT model of care), that strives for excellence clinically as well as administratively. Specifically, our intent is to increase client well being, decrease addiction severity, improve the quality of clients' mental and physical heath and contribute positively to society. All services will integrate substance use disorder, mental health and primary health care treatment in cohesive and client-centered programs. Job Type: Full-time Pay: $55,000 - 68,000 per year Benefits: 401(k) 401(k) matching Dental insurance Employee assistance program Flexible spending account Health insurance Life insurance Paid time off Vision insurance Schedule: 8 hour shift Day shift Monday to Friday Work Location: In person

**_What Sales Training and Effectiveness contributes to Cardinal Health_** Learning develops, deploys and evaluates learning solutions to support employee development and build organizational capability in alignment to business strategies. This function analyzes learning needs and develops training curricula, technologies, and programs. This function also manages trainings provided by third-parties and partners with leaders and subject matter experts within functions and business units to deliver learning. Sales Training and Effectiveness is responsible for developing, designing and delivering sales training, as well as evaluating the effectiveness of training initiatives. Goal is to improve knowledge and competencies around the execution of segment, business unit and sales team objectives, to improve sales and negotiation skills, sales leadership, sales process, and sales automation adoption and to increase sales effectiveness and high impact results. **_Position Overview_** This position supports our Medical Acute Sales teams and collaborates closely with our Sales Learning Business Partner Managers. Its main purpose is to design and develop programs that enhance the skills of our workforce, helping us achieve the objectives set out in our Medical Commercial Strategy. **_Responsibilities_** + Anticipate, assesses and manages learning needs related to business functional training, role-based training, on-boarding, leadership, professional development and systems training + Formulates partnerships with business SMEs, stakeholders and leadership, enabling the learning team to deliver value-added service that aligns with the business objectives of the organization + Maintains an effective level of knowledge about the business's financial position, strategies (short term to mid and long range) and culture + Demonstrates and maintains knowledge of healthcare market, customers and trends. + Consults with sales leadership on issues, gaps and needs, developing strategic solutions to advance training and development at the sales representative, leadership, national or enterprise level. + Demonstrates and maintains knowledge of the learning function holistically, beyond sales training expertise. + Demonstrates the ability to design, deploy and analyze the sales training evaluation process. + Consults with front line sales and marketing management, providing learning guidance. + Analyzes trends and metrics in partnership with the businesses to develop learning solutions. + Builds and manages strategic training plan based on learning needs analysis. + Develops content for new hire, ongoing training and sales mastery programs. + Participates in evaluation and monitoring of training programs to ensure success. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 3+ years related experience in Sales, Marketing or Learning & Development, preferred + Experience with healthcare distribution/sales preferred + Strong communication skills, both verbal and written; demonstrated ability to communicate effectively with diverse functions and levels. **What is expected of you and others at this level** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems. Solutions are innovative and consistent with organization objectives + Completes work independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range** : $80,900-115,500 **Bonus eligible:** No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 03/06/2026 *if interested in opportunity, please submit application as soon as possible. _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

**_What Sales Training and Effectiveness contributes to Cardinal Health_** Learning develops, deploys and evaluates learning solutions to support employee development and build organizational capability in alignment to business strategies. This function analyzes learning needs and develops training curricula, technologies, and programs. This function also manages trainings provided by third-parties and partners with leaders and subject matter experts within functions and business units to deliver learning. Sales Training and Effectiveness is responsible for developing, designing and delivering sales training, as well as evaluating the effectiveness of training initiatives. Goal is to improve knowledge and competencies around the execution of segment, business unit and sales team objectives, to improve sales and negotiation skills, sales leadership, sales process, and sales automation adoption and to increase sales effectiveness and high impact results. **_Position Overview_** This position serves as support for our Medical Sales teams, acting as the liaison among Learning Business Partners, Commercial Enablement, and Strategy. Responsibilities include managing intake and analysis processes, as well as recommending scalable learning solutions to address needs across our medical commercial teams. Additionally, the role provides instructional design assistance to our Learning Business Partners. **_Responsibilities_** + Anticipate, assesses and manages learning needs related to business functional training, role-based training, on-boarding, leadership, professional development and systems training + Formulates partnerships with business SMEs, stakeholders and leadership, enabling the learning team to deliver value-added service that aligns with the business objectives of the organization + Maintains an effective level of knowledge about the business's financial position, strategies (short term to mid and long range) and culture + Demonstrates and maintains knowledge of healthcare market, customers and trends. + Consults with sales leadership on issues, gaps and needs, developing strategic solutions to advance training and development at the sales representative, leadership, national or enterprise level. + Demonstrates and maintains knowledge of the learning function holistically, beyond sales training expertise. + Demonstrates the ability to design, deploy and analyze the sales training evaluation process. + Consults with front line sales and marketing management, providing learning guidance. + Analyzes trends and metrics in partnership with the businesses to develop learning solutions. + Builds and manages strategic training plan based on learning needs analysis. + Develops content for new hire, ongoing training and sales mastery programs. + Participates in evaluation and monitoring of training programs to ensure success. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 3+ years related experience in Sales, Marketing or Learning & Development, preferred + Healthcare industry experience preferred + Ability to manage and prioritize multiple concurrent projects in a fast‑paced environment. + Skilled in influencing stakeholders and driving outcomes without direct authority. + Strong communication skills, both verbal and written; demonstrated ability to communicate effectively with diverse functions and levels. **What is expected of you and others at this level** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems. Solutions are innovative and consistent with organization objectives + Completes work independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range** : $80,900-115,500 **Bonus eligible:** No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 03/06/2026 *if interested in opportunity, please submit application as soon as possible. _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ \#LI-Remote _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************