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American Medical Association Senior HR Business Partner in Chicago, Illinois

Senior HR Business Partner

Chicago, IL

The American Medical Association (AMA), a nonprofit, is the nation's largest professional Association of physicians. We are a unifying voice and powerful ally for America's physicians, the patients they care for, and the promise of a healthier nation. To be part of the AMA is to be part of our Mission to promote the art and science of medicine and the betterment of public health.

As an employer, we are dedicated to many efforts, including employee learning and development, social responsibility, diversity and inclusion and wellness.

Our well-defined culture has strongly impacted the prosperity of our organization. Our foundational values of Respect, Integrity, Innovation, Impact, Collaboration, Agility and Trust are at the core of our efforts and continue to shape the success of the AMA.

We have an opportunity at our corporate offices in Chicago for a Senior HR Business Partner on our Human Resources team. The role of the HR Business Partner is to strategically partner with leaders of assigned business units by integrating/aligning HR strategies and business initiatives while providing value added HR solutions and support to the business and designated client groups. Consults with assigned leaders to interpret and deploy human resources programs to the business. Based on stakeholder feedback, participates in the development, implementation and refinement of HR programs with a focus on continuous improvement. The HR Business Partner builds strong collaborative relationships and holds a dual role as an employee advocate and as a member of the business unit extended leadership team. The HR Business partner is involved in both HR and business decisions.

RESPONSIBILITIES:

  • Function as the strategic HR partner and consultantto assigned business units. Design, develop and implement HR strategies toaddress client needs. Contribute to the development of the business strategy bypartnering with business leaders to identify, prioritize and buildorganizational capabilities, competencies, skills and processes. Provide recommendations to leaders relativeto business unit structure, workforce planning, talent reviews and successionplanning. Consult with business leaders on enterprise programs includingperformance management, compensation, talent management, engagement, training, anddevelopment. Drive change through the business and its HR programs utilizingchange management tools. Directlyinteracts with senior levels of management.Act as a trusted advisor to senior management by building andestablishing effective, consultative relationships.

  • Manage and resolve simple to highly complexemployee relations issues such as employee complaints,harassment allegations, and work/performance issues while ensuring legalcompliance, and managing risk by conducting effective, thorough and objectiveinvestigations. Pro-actively identifyissues, risks and/or concerns and provide strategies and advice on how to address,eliminate or mitigate risk. Appropriately involves and engages Office of theGeneral Counsel (OGC) to provide solutions to complex employee relationsissues. Provide expert advice and coaching to senior managers and employees andmake recommendations and ensure appropriate action is taken.

  • Collaborate with other members of the HR team asneeded to facilitate timely delivery of Human Resources services, includingEmployment Services, Recruitment, Organizational Development and Learning, HRIS,Benefits and Compensation. Addresstraining and development needs, compensation structures, benefit-relatedinquiries and issues, system issues, on-boarding and recruiting needs. Participate in or lead committees, councilsor resource groups to develop, implement and/or administer HR programs and policiesfor the organization. Build effectiverelationships with other HR Business Partners and HR professionals in the HRCenters of Excellence to stay informed regarding relevant business, HR andpeople issues.

  • Liaise with hiring managers, compensation andTalent Acquisition throughout the recruiting process. Advise and coach seniorleaders on organizational design structure and talent implications. For selectroles, assist in the design, development and execution of recruitment plans inpartnership with Talent Acquisition.

May include other responsibilities as assigned.

REQUIREMENTS:

  1. Bachelor's degree required. Master’s degree preferred.

  2. 15 or more years of relevant and progressive HR experience.

  3. Substantial knowledge of both HR and business unit strategies and the linkage between HR and business strategy.

  4. Proven track record of navigating organizational boundaries and building strong partnerships to produce results.

  5. Exceptional ability to work through complex situations.

  6. Strong consulting, interpersonal, teamwork, communication, service delivery and client service skills.

  7. Significant knowledge of HR policies and processes (performance management, talent management, rewards and recognition, employee relations, compensation).

  8. Knowledge of Human Resources laws and principles.

The AMA offers competitive salaries, including an incentive plan; excellent benefits and progressive technology. Our office is a business casual environment and we respect work-life balance. The American Medical Association is located at 330 N. Wabash Avenue, Chicago, IL 60611 and is convenient to all public transportation in Chicago.

We are an equal opportunity employer, committed to diversity in our workforce. All qualified applicants will receive consideration for employment. As an EOE/AA employer, the American Medical Association will not discriminate in its employment practices due to an applicant’s race, color, religion, sex, age, national origin, sexual orientation, gender identity and veteran or disability status.

THE AMA IS COMMITTED TO IMPROVINGTHE HEALTH OF THE NATION

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