Human Resources Business Partner

Why Work Here?

“Mission driven, great benefits and room for growth!” 

Why consider AORN, Association of periOperative Registered Nurses, as the next place for your career as our HR Business Partner? Because we’re innovative and all about quality and collaboration – we’re continually seeking to enhance our offerings to allow us to better tailor to the needs of our nurse members while expanding our market position and growing revenue across our business and sales divisions. 

Our mission is to define, support, and advocate for patient and staff safety through exemplary practice for each phase of perioperative nursing care using evidence-based guidelines, continuing education, and clinical practice resources. We collaborate with professional and regulatory organizations, industry leaders, and other health care partners who support our mission. Our culture is one of openness, teamwork, risk taking and being at the cutting edge of our field and we only look for employees who hold these same traits. 

Values mean more to AORN than just bullets on a page.  They drive our daily decisions and impact how we work as an organization:

• Diversity, Equity & Inclusiveness: honoring the contributions of all individuals.
• Innovation: rewarding creativity, risk taking, leading edge results.
• Communication: respecting collaborative, open and honest dialogue.
• Quality: ensuring reliability, timeliness, and accountability.
• Achievement: supporting growth and excellence.

Our HR Business Partner serves as a trusted advisor to assigned AORN departments, providing dedicated HR support for each department’s people strategy, talent acquisition and development, and retention needs. The HR Business Partner will perform full life cycle recruitment for all positions through Director-level. In collaboration with the Sr. Director of Human Resources, the HR Business Partner evaluates, designs, and executes talent management, employee engagement, workforce planning, succession planning, employee relations and other HR initiatives in support of the company’s strategic initiatives. 

AORN is based in Denver, CO. Preference will be given to local candidates, but we are open to fully remote candidates.  

More about what you’ll get to do as our HR Business Partner: 

The HR Business Partner serves as a trusted advisor to assigned AORN departments, providing dedicated HR support for each department’s people strategy, talent acquisition and development, and retention needs. The HR Business Partner will perform full life cycle recruitment for all positions through Director-level. In collaboration with the Sr. Director of Human Resources, the HR Business Partner evaluates, designs, and executes talent management, employee engagement, workforce planning, succession planning, employee relations and other HR initiatives in support of the company’s strategic initiatives. 

Must Have’s to be our HR Business Partner:

• Performs full life cycle recruitment for assigned departments’ open positions, through senior leadership level. Develops search strategy, posts openings, performs candidate sourcing, screening, and coordinates interview and offer process. Works with outside search firms as needed.

• Coordinates assigned departments’ independent contractor and interim hiring needs. Prepares independent contractor agreements and works with outside staffing firms for the hiring of interim staff. 

• Works with the Sr. Director of HR, develops and delivers effective talent management and HR programs in alignment with key organization strategies. 

• Conducts market pricing for newly created and existing roles for assigned departments. 

• Performs job analysis and develops and updates job descriptions for all positions.

• Partners with department leaders on succession and workforce planning initiatives. Provides organizational communication, change management, and HR operations support for any organizational structure/design changes.

• Ensures all recruitment activities are in compliance with AORN’s Affirmation Action Plan and ensures recruitment tactics generate a diverse candidate pool for all positions recruited for.

• Manages employee relations and day-to-day HR needs for assigned departments. Provides coaching and counsel to managers for employee performance matters.

• Coordinates employee onboarding and offboarding process for employees.  Leads new employee first day orientation, works with managers to ensure new employee onboarding plan is completed, with first “90-day” objectives and goals clearly defined; conducts 90-day new employee follow-up to measure and determine onboarding effectiveness.

• Conducts employee exit interviews and provides senior leadership with feedback regarding issues, trends, and opportunities for improvement. Recommends talent management and retention strategies to improve organization effectiveness and employee engagement based on employee feedback, best practices, and market trends. 

• Facilitates talent review and succession planning process with department leaders.

• Provides change management support for the rollout of new HR systems/technology, processes, and programs to assigned departments.

• Performs market pricing for all positions within assigned departments.

• Administers base and incentive pay plans for assigned departments, to include annual Staff Incentive Plan payout communication, development of individual incentive plans (if applicable), and annual merit increase process.

• • Leads assigned HR projects and initiatives as needed.

• Other duties as assigned. 

MINIMUM QUALIFICATIONS

• Bachelor’s degree in Human Resources, Industrial Relations, Business/Accounting/Finance, or related field.
• Minimum of 5 – 7 years of experience in Human Resources, with a minimum of 2 years focused on recruitment and/or HR Business Partner work.
• Experience developing job descriptions and working with business leaders on workforce planning initiatives.
• Strong knowledge of base pay design and principles of market pricing.
• Solid knowledge and understanding of Federal employment law.

PREFERRED QUALIFICATIONS

• SPHR/PHR/SHRM-SCP Certification.
• Experience working for an Affirmative Action employer as well as a solid understanding of Affirmative Action recruitment practices.
• Experience with Paycom as HCMS. 
• Experience using an applicant tracking system (ATS) for recruitment needs.
• Experience using a performance and engagement platform.
• Experience using online market pricing software, such as Salary.com.
• Experience using talent assessment tools, preferably TriMetrix® as part of the recruitment process.
• Strong analytical skills and business acumen.
• Understanding of health and welfare benefit plans, as well as defined contribution plans.

KNOWLEDGE, SKILLS AND ABILITIES

• Excellent presentation skills and ability to present to Sr. Leadership level.
• Proficient in MS office products, including Word, Excel, PowerPoint and Outlook.
• Good organizational and time management skills are required, as is the ability to multi-task and plan and prioritize work activities efficiently to meet deadlines and assigned deliverables.
• A strong sense of urgency is required to complete tasks in a timely manner, ensure process steps are closely adhered to, and to manage multiple projects simultaneously.
• Excellent interpersonal, verbal and presentation skills with the ability to relate well and engage with others. 
• Ability to maintain confidential and highly sensitive information. 
• Ability to quickly build relationships and trust with strong skills in coaching and mentoring.
• Excellent conflict management and negotiation skills – can bring others together and reconcile differences when needed. 
• Strong change management experience, and ability to lead others through change.
• Excellent analytical and problem-solving skills. Must be able to use data to make key projections and business decisions.
• Ability to demonstrate and hold others accountable for organizational values of: diversity, equity and inclusiveness, innovation, communication, quality, achievement.

Here are some of the excellent benefits we offer and why it’s so great to work here! 

• Competitive salary, for this role our salary range is $90,000 – $98,000.
• Health insurance package options that include a HDHP plan and one PPO plan options for you and your dependents.
• Dental and vision coverage.
• Flexible Spending Accounts (FSA) and Healthcare Savings Account (HSA) options.
• Employer-paid short- and long-term disability, accidental death and dismemberment, and life insurance coverage.
• Voluntary Life Insurance options including critical illness and accident insurance.
• 401(k) plan with immediate vesting.
• Paid time off and 10 paid holidays per year.
• Paid sick time.

WORKING CONDITIONS
Non-smoking office environment, using a computer and other office equipment daily.  Attendance at scheduled meetings as required.  Ability to travel as needed to support departmental and Association functions. 

FLSA Status: Exempt

Position Level: Advanced Staff

To submit an application for consideration, please visit: HR Business Partner 

AORN provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.