The HRBP, Clinical Leadership Support, acts as a strategic support partner to DCA’s Chief Clinical Officer and VP of Hygiene (“DCA Clinical Support Leaders”), and DCA allied professional entity dental practices (each a “PC”), Dental Directors, Hygiene Advisor's and other senior allied PC clinical leaders (collectively, “PC Clinical Leadership”) to provide dedicated human resources (“HR”) guidance and support that helps drive organizational success within clinical teams and practices. This role will partner across the HR centers of excellence, such as Total Rewards, Talent Development, Talent Acquisition and HR Operations, to leverage their expertise in supporting PC doctors and hygienists (“Providers”). This role will also collaborate with other HRBP’s to maintain an integrated approach to strategic human capital management and serve as a strong thought leader within the HR organization and to the Chief Human Resources Officer.

· Serve as the primary point contact for, and strategic support advisor to, DCA Clinical Support Leaders and PC Clinical Leadership on all HR related matters, ensuring alignment with the organization’s mission, vision and values

· Provide support, in partnership with DCA Clinical Support Leaders, to PC Clinical Leadership on talent strategies with respect to Providers to drive retention, engagement and productivity, including any requested compensation, productivity and incentives analysis and analysis of engagement surveys and other feedback

· Be a key support to PC Clinical Leadership in identifying doctors to become partners (Path to Partnership Program) and assisting, in partnership with DCA Clinical Support Leaders, Chief Operating Officer and Chief Legal Officer, with Path to Partnership communications and transactions

· Partner with DCA Clinical Support Leaders and the Provider Liaison on the effective onboarding of new doctors and help ensure PC Clinical Leadership is aware of any retention risks and areas of opportunity

· Conduct stay interviews and exit interviews with newly hired Providers and in partnership with DCA Clinical Support Leaders review exit surveys and related feedback with PC Clinical Leadership to identify trends and solutions for mitigating retention risk

· Assist, in partnership with DCA Clinical Support Leaders, in the organization’s design and support PC Clinical Leadership’s selection, hiring and onboarding processes for key leadership roles among Providers

· Support, in partnership with DCA Clinical Support Leaders, PC Clinical Leadership’s creation of individual development plans and succession planning for key leadership roles among Providers, and support PC Clinical Leadership’s performance management processes for these roles

· Help PC Clinical Leadership, in partnership with DCA Clinical Support Leaders, in identifying opportunities to ensure the organization is attracting top talent among Providers

· Support and track annual engagement survey action plans for PC Clinical Leadership

· Support PC Clinical Leadership in developing programs, in partnership with DCA Support Leadership and the Head of Talent Development, to facilitate clinical and leadership skills development for Providers, as well as for their support teams

· Regularly review Talent Acquisition metrics to support ensuring effective fill rate and interview-to-hire ratios and identify solutions to improve quality of hire

· Support PC Clinical Leadership in opening requisitions and facilitating intake sessions with recruiters in a timely manner to help attract top talent and mitigate business risk, especially with respect to high-priority positions

· Provide expert and objective advice and coaching counsel to DCA Clinical Support Leaders and PC Clinical Leadership on employment/labor laws, conflict resolution, change management, diversity, HR policies and procedures, and organizational development to promote a fair and equitable work environment

· Build strong, trusting and transparent relationship with DCA Clinical Support Leaders and PC Clinical Leadership as well as with leaders of HR centers of excellence

· Assist with investigations and counseling documents for issues among Providers

· Monitor internal and external changes in law, policies, and practices to define and address risk to employees and the business.

· Collaborate with other departments within the organization to understand, resolve and remove barriers that impact a Provider or practice from being able to perform at their best

· Other related duties as assigned

Work Environment:

This job operates in primarily in a work-from-home environment with approximately 25% travel.

Physical Demands:

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.

While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms.

Competencies:

· Effective Communication - Effectively communicates in one-on-one situations, groups, and with Clinical Leadership and other leaders within the company, as well as with providers. Is timely and accurate with providing information for effective decision-making and problem solving.

· Decision Making/Problem Solving - Demonstrates excellent judgement in decision-making processes, including the ability to assess risk, weigh alternatives and make sound choices in ambiguous situations. Identifies potential problems, their causes, and implements appropriate solutions. Maintains a mature, problem-solving attitude while dealing with interpersonal conflict or conflicting demands. Utilizes data and analytics to make informed decisions.

· Continuous Improvement - Accommodates and adapts appropriately to changing conditions. Demonstrates a proactive approach to changing situations, process improvement, unexpected pressures and varying job demands. Identifies and implements innovative and cost-efficient solutions to improve business results.

· Business/Functional Acumen - Knowledgeable in HR policies, practices, trends, technology, data and analytics to help drive engagement, performance and alignment among providers. Creates competitive and breakthrough strategies and plans to attract top talent and retain and develop providers. Is action-oriented, drives results and embraces challenges. Understands internal & external issues facing HR and the practices they support and uses that understanding to lead the team and achieve goals. Follows through on commitments and takes responsibility for action.

· Ethics and Integrity – Understands the importance of a fair and transparent approach in everything by adopting the highest standards of professionalism, honestly, integrity and ethical behavior in all business processes and transactions. Is a strong cultural steward of the HR organization.

· Strategic Aptitude – Can strategically identify and align HR capabilities and programs to achieve organizational objectives and drive growth. Embraces challenge with a proactive approach and positive mindset to support the people agenda and long-term goals and vision of the organization.

High School Diploma or equivalent required

· Bachelor’s Degree required

· Certification or training in human resources or talent development tools preferred

Qualifications/Training:

· At least 10 years of experience in as an HR generalist or adviser

· Strong understanding of HR best practices, employment laws and regulations

· Proficiency in HRIS and data analytic tools

· Excellent communication and client relations skills

· Proven attention to detail

· Excellent computer skills

· Ability to handle sensitive and confidential matters appropriately.

· Ability to navigate Internet based websites

· Flexible, ability to multi-task and work with changing priorities and deadlines

· Must be able to work independently and value a team environment

· Problem-solving and critical thinking skills

· Attentive to detail and ability to perform assignments while following company mission, policies and procedures

· Ability to embrace and contribute to the company’s values