GNYAS: Where national expertise meets community-focused care. Greater New York Anesthesia Services (GNYAS) is a practice specializing in anesthesia services. It’s supported by a strategic partnership between Mount Sinai Health System and US Anesthesia Partners, bringing together the best of academic excellence and private practice expertise. We came together to deliver high-quality anesthesia care to patients across New York City and surrounding areas while supporting hospitals, practices and ASCs with comprehensive, stable solutions.

US Anesthesia Partners is the highest-quality single-specialty anesthesia practice in the United States, with over 6,000 employees distributed across 12 states. Our clinical and non-clinical staff support each other as they work toward a common vision: Empowering people to advance exceptional care. 

POSITION SUMMARY:

The HR Business Partner (HRBP) is an individual contributor responsible for assisting the HR Director/Sr HR Director to align business objectives with employees and management in designated practice including but not limited to process improvement, program facilitation (e.g. LOA), retention efforts, onboarding and training. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy with a demonstrated commitment to USAP values and Leadership Principles in all interactions in performing all job duties.

ESSENTIAL DUTIES AND RESPONSIBILITIES: (The ideal candidate must be able to complete all physical requirements of the job with or without a reasonable accommodation)

• Coordinates HR efforts between departments including recruiting, training, employee feedback, and personnel changes.
• Serves as resource for data collection, report writing, metrics tracking, etc.
• Is an emerging leader of employee relations issues.
• Supports HR leaders with various ad hoc projects, both local and enterprise wide.
• Supports integration work as directed.
• Assists with processing employee actions in Workday.
• Supports onboarding of new hires within platform to include, but not limited to, orientation, documentation processing, I9/WD compliance processes and offer package implementation.
• Assists employees with leaves and accommodations in addition to other benefit related transactions and activities.
• Addresses employee concerns through interaction with employees and leadership.
• Assists in the preparation and communication of HR Metrics
• Maintains compliance with federal and state regulations concerning employment to include proper record maintenance.
• Assists in responding to unemployment claims and/or employment verifications as needed.
• Facilitates and/or provides training (including orientation) to the workforce. Assists with employee exits.
• Performs other job duties as assigned.

Minimum Qualifications/Experience:

• Bachelor's degree in Human Resource Management or related HR discipline required.
• Digital Agility: Ability to operate, navigate and understand process flows within systems along with how they inter-relate.
• Collaboration: Thrives in a matrixed environment and excels working both in teams and independently. Ability to build and sustain relationships.
• Communication: Strong written, verbal, presenting and interpersonal communications skills
• Able to work in a matrixed environment and excels working both in teams and independently. Ability to build and sustain relationships.
• Emerging Business Acumen: Eager to learn the healthcare industry, proactively seeks understanding of practice operations.
• Critical Thinking: Exhibits ability to effectively analyze basic information and formulate recommendations.
• The highest ethical and professional standards
• Ability to maintain strictest confidentiality.
• Well organized, capable of juggling multiple projects and accustomed to tight deadlines.
• Ability to travel up to 10% and as needed. Most travel will be local to the platform.

Preferred

• HR Certification
• Workday experience
• Healthcare experience

Working conditions and physical requirements:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Requires prolonged sitting, some bending, stooping and stretching.
• Must possess sufficient eye-hand coordination/manual dexterity to operate a keyboard, photocopier, telephone, and other office equipment.
• Required normal range of hearing and eyesight to record, prepare, and communicate appropriate reports and evaluations.
• Requires dexterity to type at least 35 wpm.
• Work performed is in office and/or home environment.
• Involves frequent contact with professional staff.
• Work may be stressful at times.
• Interaction with others is frequent and often disruptive.

REMOTE/HYBRID JOB DESCRIPTION ADDENDUM REMOTE/HYBRID STATUS: The ability to work remotely is contingent upon success of arrangement in Company’s sole discretion. The USAP HR Leadership Team will approve positions for remote/hybrid work. Any change in role, employee qualifications, policy violations, or significant performance decline will require a review of the remote arrangement and could result in a change in status and reconsideration of the remote work arrangement.

CHANGING BUSINESS CONDITIONS: The Company reserves the right to terminate or modify the remote work arrangement at any time in its sole discretion.

EMPLOYMENT IMPLICATIONS OF REMOTE ARRANGEMENT: The remote employee’s duties, responsibilities, conditions of employment, rate of compensation, and benefits will be unaffected by the remote work arrangement, unless notified otherwise. All work hours and PTO will continue to conform to the Company’s established policies and procedures. Company-established disciplinary procedures and Code of Conduct policies will remain in force and are not affected by the employee working from a remote location.

WORKPLACE SAFETY: The remote employee agrees to maintain a safe work environment, to comply with applicable safety rules and standards, and to allow an authorized Company representative to inspect the Remote Location as needed.

WORKERS’ COMPENSATION: Workers’ Compensation coverage is an insurance benefit that is available to all employees who are injured within the course and scope of their employment. All employees are required to immediately report to HR any injuries sustained while working remotely.

TIMEKEEPING FOR NON-EXEMPT EMPLOYEES: All non-exempt employees approved for a remote working arrangement under this policy must accurately and fully record and report all hours worked in accordance with the Company’s normal timekeeping policies and expectations. While employees will be paid for all hours worked in accordance with applicable federal and state laws, employees are not authorized to work any overtime hours without the express permission of their manager. Employees must also continue to take rest and meal breaks in accordance with applicable law and existing Company policies. All approved overtime will be paid; however, employees who fail to accurately record hours worked will be disciplined.

REIMBURSABLE AND NON-REIMBURSABLE EXPENSES: Where required by law, the Company will reimburse employees for all reasonable and necessary expenditures incurred by the employee in direct consequence of the discharge of their duties, or of their obedience to the directions of the Company. In general, the reimbursement status of employees’ expenses will be determined by the Company’s Reimbursable Expense Policy. Additionally, the Company reserves the right to use a preferred provider for any services or equipment that is provided as part of the remote working arrangement. Employees will not be reimbursed for equipment or services that they purchase on their own without prior approval, unless otherwise required by law. The Company must pre-approve all reimbursable expenses under this policy. In addition, unless otherwise excused under applicable state or local law, all expenses for remote office maintenance should be documented with receipts, regardless of amount.

DATA PROTECTION/PRIVACY: The employee agrees to comply with the Company’s Electronics Communications Security policy and any other related privacy and data security policies. Consistent with this policy, employees must only use electronic communication equipment that meets all the Company’s security requirements while working remotely or equipment that meets Company-mandated security standards. Employees agree to provide a secure location for computing equipment that accesses, stores, or transmits company data and will not use, or allow others to use, such equipment, if provided by the Company, for purposes other than Company business. Employees are responsible for safeguarding all forms of Company information while working remotely.