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Director, HR Business Partner (Patient Service Centers) - Southeast Region (Hybrid)

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Quest Diagnostics

2mo ago

  • Job
    Full-time
    Expert Level
  • Consulting
    People, HR & Administration
  • Tampa

AI generated summary

  • You need a bachelor's degree (master's preferred), 10+ years HR experience with 3+ in management, HR certifications, strong leadership skills, and willingness to travel 25-50%.
  • You will lead and coach HR Business Partners, drive employee relations, support business strategy, influence leadership, manage change, and optimize organizational performance and culture.

Requirements

  • A bachelor’s degree is required. A master’s degree in a related field of study is preferred.
  • SHRM, or other HR certifications, are strongly preferred.
  • A least 10 years Human Resources experience including 3+ years managing exempt level HR staff.
  • Proficiency in MS Office products and HR systems.
  • Understanding of state and federal labor laws and regulations.
  • The ability to 25-50% travel across the region is required. This is a highly visible role requiring an active presence throughout PSC region and with the regional leadership team.
  • 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
  • Developing direct reports

Responsibilities

  • Responsible for leading, coaching and developing HR Business Partners in a matrixed organizational structure with direct and indirect reporting relationships in support of overall Human Resources and business strategy.
  • Key member of the HR community working to develop the HR Business Partner role, including staying abreast of current HR trends and best practices.
  • Facilitate positive employee relations strategies to address concerns promptly, and effectively, ensuring alignment with company expectations and fostering a supportive work environment.
  • Ability to build relationships with all levels of the organizational structure including entry level to senior level clients. A trusted and credible partner who anticipates needs and proactively recommends solutions.
  • Serves as an active member of the senior leadership team in assigned business/function and 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 an executive coach providing guidance and consultation to leadership.
  • 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 to drive implementation of the strategy.
  • Translates the business plan into talent and organizational plan (e.g. owns the People Strategy for assigned business including 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.
  • 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.

FAQs

What is the primary responsibility of the Director, HR Business Partner?

The primary responsibility is to partner with business/functional leaders to influence business strategy by providing consultative support and leadership, along with translating the business plan into talent and organizational plans.

What are the qualifications required for this position?

A bachelor’s degree is required, with a preferred master's degree in a related field. Additionally, at least 10 years of HR experience, including 3+ years managing exempt level HR staff, is required. HR certifications such as SHRM are strongly preferred.

What is the expected travel requirement for this role?

The role requires the ability to travel 25-50% across the region.

Will this role involve managing a team?

Yes, the Director will lead, coach, and develop HR Business Partners in a matrixed organizational structure.

What skills are essential for success in this position?

Highly developed leadership and strategic influencing skills, business acumen, decision-making quality, and the ability to work effectively with mid-level to senior members of the organization are critical.

Is employee relations a part of the role's responsibilities?

Yes, the Director will facilitate positive employee relations strategies to address concerns promptly and effectively.

How will this role impact organizational performance?

The Director will drive organizational performance through measures such as productivity, quality, and service, while promoting a strong engagement, diversity, and inclusion culture.

What type of organizational structure will the Director be working in?

The Director will work in a matrixed organizational structure with direct and indirect reporting relationships.

What is the significance of HR Centers of Excellence in this role?

The Director will partner with and influence HR Centers of Excellence to ensure the business receives optimal service and value-added programs aligned with business strategies.

What are some key focus areas for the talent and organizational plans?

Focus areas include organizational redesign, strategic workforce planning, succession planning, talent management, and employee engagement initiatives.

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Quest Diagnostics

Working together to create a healthier world, one life at a time.

Science & Healthcare
Industry
10,001+
Employees
1967
Founded Year

Mission & Purpose

Quest Diagnostics (NYSE: DGX) empowers people to take action to improve health outcomes. Derived from the world's largest database of clinical lab results, our diagnostic insights reveal new avenues to identify and treat disease, inspire healthy behaviors and improve health care management. Quest annually serves one in three adult Americans and half the physicians and hospitals in the United States, and our 47,000 employees understand that, in the right hands and with the right context, our diagnostic insights can inspire actions that transform lives. The company offers physicians the broadest test menu (3,000+ tests), is a pioneer in developing innovative new tests, is the leader in cancer diagnostics, provides anatomic pathology (AP) services, & interpretive consultation through its medical & scientific staff of about 900 M.D.s & Ph.D.s. The company reported 2020 revenues of $9.44 billion. Quest Diagnostics offers the most extensive clinical testing network in the U.S., with laboratories in most major metropolitan areas, & in Mexico, the UK & India. The company also operates four esoteric laboratories, 40 outpatient AP laboratories, & 160 smaller, rapid-response laboratories. Patients may have specimens collected in any of the company’s approximately 2,250 patient service centers. On a typical workday, testing is performed for about 550,000 patients. Quest Diagnostics empowers healthcare organizations & clinicians with state-of-the-art connectivity solutions. The company is the leading provider of pre-employment drugs-of-abuse screening for employers & risk assessment services for the life insurance industry. It is the world’s 2nd largest provider of clinical trials testing for new pharmaceuticals.

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