build the right hr business partner model for your ... · “embedded hr professionals may be...
TRANSCRIPT
Build the Right HR Business Partner Model
for Your Organization Part 4
HR Advancement Center
Kate Vonderhaar
Senior Consultant
vonderhkadvisorycom
copy2016 The Advisory Board Company bull advisorycom
2
Managing your audio
Use Telephone
(Recommended)
If you select the ldquoTelephonerdquo option
please use the dial-in phone number and
access code provided on your GoTo panel
If you select the ldquoMic amp Speakersrdquo option
please be sure to check that your
speakersheadphones are connected
Use Microphone and Speakers
All attendees will be muted during the presentation
copy2016 The Advisory Board Company bull advisorycom
3
Managing your GoTo panel
How to Ask a Question
To ask the presenter please type your question
into the ldquoQuestionsrdquo box on your GoTo panel and
press send
Minimizing and maximizing
your screen
Use the orange and white arrow to
minimize and maximize your GoTo
panel
Use the blue and white square to
maximize the presentation area
copy2016 The Advisory Board Company bull advisorycom
4
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
Build the Right HR Business Partner Model
for Your Organization Part 4
HR Advancement Center
Kate Vonderhaar
Senior Consultant
vonderhkadvisorycom
copy2016 The Advisory Board Company bull advisorycom
6
An Essential Leap from Extractive Growth to Value-Based Growth
Source Health Care Advisory Board interviews and analysis
The New Rules of Competition in Health Care
Health System Strategy
Value-Based Growth
Grow by being better
Leverage cost quality service
advantage to attract key
decision-makers
Performance Metrics
Extractive Growth
Grow by being bigger
Leverage market dominance to secure
prime pricing network status
Performance Metrics
bullDischarges
bullService line share
bullFee-for-service
revenue
bullPricing growth
bullOccupancy rate
bullProcess quality
bullShare of lives
bullGeographic reach
bullRisk-based
revenue
bullShare of wallet
bullOutcomes quality
bullTotal cost of care
copy2016 The Advisory Board Company bull advisorycom
7
Source Health Leaders Media ldquoThe Clinical Strategy for Financial Health Care Redesign and Standardizationrdquo
httpcontenthcprocompdfcontent304111pdf HR Advancement Center interviews and analysis
1) Executive goals
No Shelter from the Cost-Cutting Storm
8
14
59
19
Three-Year Operating Cost Reduction Goals1
n=291
3-4
Reduction
0-2
Reduction
More
than 10
Reduction
5-10
Reduction
copy2016 The Advisory Board Company bull advisorycom
8
HR Serving a Growing Range of Clients
Source HR Advancement Center interviews and analysis
Breadth of Corporate HR Function
Flagship Hospital
with Established
HR Presence
Recent Acquisitions
with Unique HR
Structures
Home Health
Agency
Diagnostic
Imaging Center
Retail Clinic
Acquired
Hospital
Physician
Practices
Research
Institute
copy2016 The Advisory Board Company bull advisorycom
9
True in 2007 True Now
Source Ulrich D ldquoHR Dreams HRrsquos Journey to Deliver Valuerdquo 2007
available at httpwwwrblnetdownloablesarticleshr_dreams_ ulrichpdf
HR Advancement Center interviews and analysis
Still the Right HR Dream
ldquoEmbedded HR professionals may be called generalists partners relationship
managers or business based HR Regardless of title they are assigned to work with
organizational unitshellipTheir task is to participate in the strategic planning process and
to ensure that strategies happen through organizational capabilitieshellip They are
measured by the extent to which they can help make strategies happenrdquo
David Ulrich
Professor of Business Ross School of Business
University of Michigan
copy2016 The Advisory Board Company bull advisorycom
10
But Facing the Same Set of Known Challenges
Source HR Advancement Center interviews and analysis
Role is poorly defined too
many priorities andor too
many clients
Three Common Challenges with the Business Partner Role
People hired into role may
lack strategic thinking
analytical skill set
Business partners arenrsquot able
to delegate transactional or
routine work leaving less time
for strategic work
Wrong Scope Wrong Skills Wrong Support
copy2016 The Advisory Board Company bull advisorycom
11
Source HR Advancement Center interviews and analysis
Regardless of Model Six Key Questions to Answer
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
copy2016 The Advisory Board Company bull advisorycom
12
Introducing Our Profiled Institutions
Source HR Advancement Center interviews and analysis
Philadelphia PA
516-bed tertiary care
hospital with 50+ care
locations in the
greater Philadelphia
area
12000 employees
Jan 13 1pm ET
Archived
Houston TX
7-hospital health
system in the greater
Houston area
19600 employees
4500 physicians
Jan 27 1pm ET
Archived
Charlotte NC
40 hospitals and 900
care locations across
North Carolina South
Carolina and Georgia
60000+ employees
3000+ employed
physicians
Feb 24 1pm ET
Washington DC
303-bed not-for-profit
academic medical
center
6533 employees
Feb 10 1pm ET
Archived
Headquarters
Description
Webconference
Time
Workforce
Size
copy2016 The Advisory Board Company bull advisorycom
13
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
14
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Leave of absence
Carolinasrsquo HR Department Circa 2009
Carolinasrsquo HR Organizational Chart Circa 2009
Sr Vice President
Human Resources
Vice President
Workforce
Relations
Asst Vice
President
Diversity and
Inclusion
Vice President
Workforce
Relations
Asst Vice
President
Organizational
Development
Director
Human
Resources
Vice President
HR Admin
Workforce
Management
Vice President
CompBenefits
Total Rewards
bull Employment
Policy amp
Practice
bull HR Metrics
bull Workforce
Planning
bull Employment
Compliance
bull HR Branding
bull Recruitment
bull Mergers amp
Acquisitions
bull Compensation
bull Benefits
bull HR Operations
bull LOA1
bull Records
bull HR Corporate
Compliance
bull Executive
Physician
Benefits
bull Executive
Compensation
bull Special
Projects
bull Employee
Recognition
bull Policy
Development
bull Employee
Engagement
bull Employee
Relations
(EEOC)
bull Facilities
bull Workerrsquos
Compensation
bull Regulatory
Compliance
bull Education amp
Development
bull Leadership
Development
bull Orientation
bull Performance
Management
bull Educational
Assistance
Program
bull Employee
Health
bull Service
Recognition
bull Employee
Relations
(Grievances)
bull Regional
Facilities
bull Liaison to
Managed
Facilities
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
2
Managing your audio
Use Telephone
(Recommended)
If you select the ldquoTelephonerdquo option
please use the dial-in phone number and
access code provided on your GoTo panel
If you select the ldquoMic amp Speakersrdquo option
please be sure to check that your
speakersheadphones are connected
Use Microphone and Speakers
All attendees will be muted during the presentation
copy2016 The Advisory Board Company bull advisorycom
3
Managing your GoTo panel
How to Ask a Question
To ask the presenter please type your question
into the ldquoQuestionsrdquo box on your GoTo panel and
press send
Minimizing and maximizing
your screen
Use the orange and white arrow to
minimize and maximize your GoTo
panel
Use the blue and white square to
maximize the presentation area
copy2016 The Advisory Board Company bull advisorycom
4
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
Build the Right HR Business Partner Model
for Your Organization Part 4
HR Advancement Center
Kate Vonderhaar
Senior Consultant
vonderhkadvisorycom
copy2016 The Advisory Board Company bull advisorycom
6
An Essential Leap from Extractive Growth to Value-Based Growth
Source Health Care Advisory Board interviews and analysis
The New Rules of Competition in Health Care
Health System Strategy
Value-Based Growth
Grow by being better
Leverage cost quality service
advantage to attract key
decision-makers
Performance Metrics
Extractive Growth
Grow by being bigger
Leverage market dominance to secure
prime pricing network status
Performance Metrics
bullDischarges
bullService line share
bullFee-for-service
revenue
bullPricing growth
bullOccupancy rate
bullProcess quality
bullShare of lives
bullGeographic reach
bullRisk-based
revenue
bullShare of wallet
bullOutcomes quality
bullTotal cost of care
copy2016 The Advisory Board Company bull advisorycom
7
Source Health Leaders Media ldquoThe Clinical Strategy for Financial Health Care Redesign and Standardizationrdquo
httpcontenthcprocompdfcontent304111pdf HR Advancement Center interviews and analysis
1) Executive goals
No Shelter from the Cost-Cutting Storm
8
14
59
19
Three-Year Operating Cost Reduction Goals1
n=291
3-4
Reduction
0-2
Reduction
More
than 10
Reduction
5-10
Reduction
copy2016 The Advisory Board Company bull advisorycom
8
HR Serving a Growing Range of Clients
Source HR Advancement Center interviews and analysis
Breadth of Corporate HR Function
Flagship Hospital
with Established
HR Presence
Recent Acquisitions
with Unique HR
Structures
Home Health
Agency
Diagnostic
Imaging Center
Retail Clinic
Acquired
Hospital
Physician
Practices
Research
Institute
copy2016 The Advisory Board Company bull advisorycom
9
True in 2007 True Now
Source Ulrich D ldquoHR Dreams HRrsquos Journey to Deliver Valuerdquo 2007
available at httpwwwrblnetdownloablesarticleshr_dreams_ ulrichpdf
HR Advancement Center interviews and analysis
Still the Right HR Dream
ldquoEmbedded HR professionals may be called generalists partners relationship
managers or business based HR Regardless of title they are assigned to work with
organizational unitshellipTheir task is to participate in the strategic planning process and
to ensure that strategies happen through organizational capabilitieshellip They are
measured by the extent to which they can help make strategies happenrdquo
David Ulrich
Professor of Business Ross School of Business
University of Michigan
copy2016 The Advisory Board Company bull advisorycom
10
But Facing the Same Set of Known Challenges
Source HR Advancement Center interviews and analysis
Role is poorly defined too
many priorities andor too
many clients
Three Common Challenges with the Business Partner Role
People hired into role may
lack strategic thinking
analytical skill set
Business partners arenrsquot able
to delegate transactional or
routine work leaving less time
for strategic work
Wrong Scope Wrong Skills Wrong Support
copy2016 The Advisory Board Company bull advisorycom
11
Source HR Advancement Center interviews and analysis
Regardless of Model Six Key Questions to Answer
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
copy2016 The Advisory Board Company bull advisorycom
12
Introducing Our Profiled Institutions
Source HR Advancement Center interviews and analysis
Philadelphia PA
516-bed tertiary care
hospital with 50+ care
locations in the
greater Philadelphia
area
12000 employees
Jan 13 1pm ET
Archived
Houston TX
7-hospital health
system in the greater
Houston area
19600 employees
4500 physicians
Jan 27 1pm ET
Archived
Charlotte NC
40 hospitals and 900
care locations across
North Carolina South
Carolina and Georgia
60000+ employees
3000+ employed
physicians
Feb 24 1pm ET
Washington DC
303-bed not-for-profit
academic medical
center
6533 employees
Feb 10 1pm ET
Archived
Headquarters
Description
Webconference
Time
Workforce
Size
copy2016 The Advisory Board Company bull advisorycom
13
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
14
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Leave of absence
Carolinasrsquo HR Department Circa 2009
Carolinasrsquo HR Organizational Chart Circa 2009
Sr Vice President
Human Resources
Vice President
Workforce
Relations
Asst Vice
President
Diversity and
Inclusion
Vice President
Workforce
Relations
Asst Vice
President
Organizational
Development
Director
Human
Resources
Vice President
HR Admin
Workforce
Management
Vice President
CompBenefits
Total Rewards
bull Employment
Policy amp
Practice
bull HR Metrics
bull Workforce
Planning
bull Employment
Compliance
bull HR Branding
bull Recruitment
bull Mergers amp
Acquisitions
bull Compensation
bull Benefits
bull HR Operations
bull LOA1
bull Records
bull HR Corporate
Compliance
bull Executive
Physician
Benefits
bull Executive
Compensation
bull Special
Projects
bull Employee
Recognition
bull Policy
Development
bull Employee
Engagement
bull Employee
Relations
(EEOC)
bull Facilities
bull Workerrsquos
Compensation
bull Regulatory
Compliance
bull Education amp
Development
bull Leadership
Development
bull Orientation
bull Performance
Management
bull Educational
Assistance
Program
bull Employee
Health
bull Service
Recognition
bull Employee
Relations
(Grievances)
bull Regional
Facilities
bull Liaison to
Managed
Facilities
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
3
Managing your GoTo panel
How to Ask a Question
To ask the presenter please type your question
into the ldquoQuestionsrdquo box on your GoTo panel and
press send
Minimizing and maximizing
your screen
Use the orange and white arrow to
minimize and maximize your GoTo
panel
Use the blue and white square to
maximize the presentation area
copy2016 The Advisory Board Company bull advisorycom
4
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
Build the Right HR Business Partner Model
for Your Organization Part 4
HR Advancement Center
Kate Vonderhaar
Senior Consultant
vonderhkadvisorycom
copy2016 The Advisory Board Company bull advisorycom
6
An Essential Leap from Extractive Growth to Value-Based Growth
Source Health Care Advisory Board interviews and analysis
The New Rules of Competition in Health Care
Health System Strategy
Value-Based Growth
Grow by being better
Leverage cost quality service
advantage to attract key
decision-makers
Performance Metrics
Extractive Growth
Grow by being bigger
Leverage market dominance to secure
prime pricing network status
Performance Metrics
bullDischarges
bullService line share
bullFee-for-service
revenue
bullPricing growth
bullOccupancy rate
bullProcess quality
bullShare of lives
bullGeographic reach
bullRisk-based
revenue
bullShare of wallet
bullOutcomes quality
bullTotal cost of care
copy2016 The Advisory Board Company bull advisorycom
7
Source Health Leaders Media ldquoThe Clinical Strategy for Financial Health Care Redesign and Standardizationrdquo
httpcontenthcprocompdfcontent304111pdf HR Advancement Center interviews and analysis
1) Executive goals
No Shelter from the Cost-Cutting Storm
8
14
59
19
Three-Year Operating Cost Reduction Goals1
n=291
3-4
Reduction
0-2
Reduction
More
than 10
Reduction
5-10
Reduction
copy2016 The Advisory Board Company bull advisorycom
8
HR Serving a Growing Range of Clients
Source HR Advancement Center interviews and analysis
Breadth of Corporate HR Function
Flagship Hospital
with Established
HR Presence
Recent Acquisitions
with Unique HR
Structures
Home Health
Agency
Diagnostic
Imaging Center
Retail Clinic
Acquired
Hospital
Physician
Practices
Research
Institute
copy2016 The Advisory Board Company bull advisorycom
9
True in 2007 True Now
Source Ulrich D ldquoHR Dreams HRrsquos Journey to Deliver Valuerdquo 2007
available at httpwwwrblnetdownloablesarticleshr_dreams_ ulrichpdf
HR Advancement Center interviews and analysis
Still the Right HR Dream
ldquoEmbedded HR professionals may be called generalists partners relationship
managers or business based HR Regardless of title they are assigned to work with
organizational unitshellipTheir task is to participate in the strategic planning process and
to ensure that strategies happen through organizational capabilitieshellip They are
measured by the extent to which they can help make strategies happenrdquo
David Ulrich
Professor of Business Ross School of Business
University of Michigan
copy2016 The Advisory Board Company bull advisorycom
10
But Facing the Same Set of Known Challenges
Source HR Advancement Center interviews and analysis
Role is poorly defined too
many priorities andor too
many clients
Three Common Challenges with the Business Partner Role
People hired into role may
lack strategic thinking
analytical skill set
Business partners arenrsquot able
to delegate transactional or
routine work leaving less time
for strategic work
Wrong Scope Wrong Skills Wrong Support
copy2016 The Advisory Board Company bull advisorycom
11
Source HR Advancement Center interviews and analysis
Regardless of Model Six Key Questions to Answer
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
copy2016 The Advisory Board Company bull advisorycom
12
Introducing Our Profiled Institutions
Source HR Advancement Center interviews and analysis
Philadelphia PA
516-bed tertiary care
hospital with 50+ care
locations in the
greater Philadelphia
area
12000 employees
Jan 13 1pm ET
Archived
Houston TX
7-hospital health
system in the greater
Houston area
19600 employees
4500 physicians
Jan 27 1pm ET
Archived
Charlotte NC
40 hospitals and 900
care locations across
North Carolina South
Carolina and Georgia
60000+ employees
3000+ employed
physicians
Feb 24 1pm ET
Washington DC
303-bed not-for-profit
academic medical
center
6533 employees
Feb 10 1pm ET
Archived
Headquarters
Description
Webconference
Time
Workforce
Size
copy2016 The Advisory Board Company bull advisorycom
13
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
14
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Leave of absence
Carolinasrsquo HR Department Circa 2009
Carolinasrsquo HR Organizational Chart Circa 2009
Sr Vice President
Human Resources
Vice President
Workforce
Relations
Asst Vice
President
Diversity and
Inclusion
Vice President
Workforce
Relations
Asst Vice
President
Organizational
Development
Director
Human
Resources
Vice President
HR Admin
Workforce
Management
Vice President
CompBenefits
Total Rewards
bull Employment
Policy amp
Practice
bull HR Metrics
bull Workforce
Planning
bull Employment
Compliance
bull HR Branding
bull Recruitment
bull Mergers amp
Acquisitions
bull Compensation
bull Benefits
bull HR Operations
bull LOA1
bull Records
bull HR Corporate
Compliance
bull Executive
Physician
Benefits
bull Executive
Compensation
bull Special
Projects
bull Employee
Recognition
bull Policy
Development
bull Employee
Engagement
bull Employee
Relations
(EEOC)
bull Facilities
bull Workerrsquos
Compensation
bull Regulatory
Compliance
bull Education amp
Development
bull Leadership
Development
bull Orientation
bull Performance
Management
bull Educational
Assistance
Program
bull Employee
Health
bull Service
Recognition
bull Employee
Relations
(Grievances)
bull Regional
Facilities
bull Liaison to
Managed
Facilities
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
4
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
Build the Right HR Business Partner Model
for Your Organization Part 4
HR Advancement Center
Kate Vonderhaar
Senior Consultant
vonderhkadvisorycom
copy2016 The Advisory Board Company bull advisorycom
6
An Essential Leap from Extractive Growth to Value-Based Growth
Source Health Care Advisory Board interviews and analysis
The New Rules of Competition in Health Care
Health System Strategy
Value-Based Growth
Grow by being better
Leverage cost quality service
advantage to attract key
decision-makers
Performance Metrics
Extractive Growth
Grow by being bigger
Leverage market dominance to secure
prime pricing network status
Performance Metrics
bullDischarges
bullService line share
bullFee-for-service
revenue
bullPricing growth
bullOccupancy rate
bullProcess quality
bullShare of lives
bullGeographic reach
bullRisk-based
revenue
bullShare of wallet
bullOutcomes quality
bullTotal cost of care
copy2016 The Advisory Board Company bull advisorycom
7
Source Health Leaders Media ldquoThe Clinical Strategy for Financial Health Care Redesign and Standardizationrdquo
httpcontenthcprocompdfcontent304111pdf HR Advancement Center interviews and analysis
1) Executive goals
No Shelter from the Cost-Cutting Storm
8
14
59
19
Three-Year Operating Cost Reduction Goals1
n=291
3-4
Reduction
0-2
Reduction
More
than 10
Reduction
5-10
Reduction
copy2016 The Advisory Board Company bull advisorycom
8
HR Serving a Growing Range of Clients
Source HR Advancement Center interviews and analysis
Breadth of Corporate HR Function
Flagship Hospital
with Established
HR Presence
Recent Acquisitions
with Unique HR
Structures
Home Health
Agency
Diagnostic
Imaging Center
Retail Clinic
Acquired
Hospital
Physician
Practices
Research
Institute
copy2016 The Advisory Board Company bull advisorycom
9
True in 2007 True Now
Source Ulrich D ldquoHR Dreams HRrsquos Journey to Deliver Valuerdquo 2007
available at httpwwwrblnetdownloablesarticleshr_dreams_ ulrichpdf
HR Advancement Center interviews and analysis
Still the Right HR Dream
ldquoEmbedded HR professionals may be called generalists partners relationship
managers or business based HR Regardless of title they are assigned to work with
organizational unitshellipTheir task is to participate in the strategic planning process and
to ensure that strategies happen through organizational capabilitieshellip They are
measured by the extent to which they can help make strategies happenrdquo
David Ulrich
Professor of Business Ross School of Business
University of Michigan
copy2016 The Advisory Board Company bull advisorycom
10
But Facing the Same Set of Known Challenges
Source HR Advancement Center interviews and analysis
Role is poorly defined too
many priorities andor too
many clients
Three Common Challenges with the Business Partner Role
People hired into role may
lack strategic thinking
analytical skill set
Business partners arenrsquot able
to delegate transactional or
routine work leaving less time
for strategic work
Wrong Scope Wrong Skills Wrong Support
copy2016 The Advisory Board Company bull advisorycom
11
Source HR Advancement Center interviews and analysis
Regardless of Model Six Key Questions to Answer
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
copy2016 The Advisory Board Company bull advisorycom
12
Introducing Our Profiled Institutions
Source HR Advancement Center interviews and analysis
Philadelphia PA
516-bed tertiary care
hospital with 50+ care
locations in the
greater Philadelphia
area
12000 employees
Jan 13 1pm ET
Archived
Houston TX
7-hospital health
system in the greater
Houston area
19600 employees
4500 physicians
Jan 27 1pm ET
Archived
Charlotte NC
40 hospitals and 900
care locations across
North Carolina South
Carolina and Georgia
60000+ employees
3000+ employed
physicians
Feb 24 1pm ET
Washington DC
303-bed not-for-profit
academic medical
center
6533 employees
Feb 10 1pm ET
Archived
Headquarters
Description
Webconference
Time
Workforce
Size
copy2016 The Advisory Board Company bull advisorycom
13
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
14
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Leave of absence
Carolinasrsquo HR Department Circa 2009
Carolinasrsquo HR Organizational Chart Circa 2009
Sr Vice President
Human Resources
Vice President
Workforce
Relations
Asst Vice
President
Diversity and
Inclusion
Vice President
Workforce
Relations
Asst Vice
President
Organizational
Development
Director
Human
Resources
Vice President
HR Admin
Workforce
Management
Vice President
CompBenefits
Total Rewards
bull Employment
Policy amp
Practice
bull HR Metrics
bull Workforce
Planning
bull Employment
Compliance
bull HR Branding
bull Recruitment
bull Mergers amp
Acquisitions
bull Compensation
bull Benefits
bull HR Operations
bull LOA1
bull Records
bull HR Corporate
Compliance
bull Executive
Physician
Benefits
bull Executive
Compensation
bull Special
Projects
bull Employee
Recognition
bull Policy
Development
bull Employee
Engagement
bull Employee
Relations
(EEOC)
bull Facilities
bull Workerrsquos
Compensation
bull Regulatory
Compliance
bull Education amp
Development
bull Leadership
Development
bull Orientation
bull Performance
Management
bull Educational
Assistance
Program
bull Employee
Health
bull Service
Recognition
bull Employee
Relations
(Grievances)
bull Regional
Facilities
bull Liaison to
Managed
Facilities
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
Build the Right HR Business Partner Model
for Your Organization Part 4
HR Advancement Center
Kate Vonderhaar
Senior Consultant
vonderhkadvisorycom
copy2016 The Advisory Board Company bull advisorycom
6
An Essential Leap from Extractive Growth to Value-Based Growth
Source Health Care Advisory Board interviews and analysis
The New Rules of Competition in Health Care
Health System Strategy
Value-Based Growth
Grow by being better
Leverage cost quality service
advantage to attract key
decision-makers
Performance Metrics
Extractive Growth
Grow by being bigger
Leverage market dominance to secure
prime pricing network status
Performance Metrics
bullDischarges
bullService line share
bullFee-for-service
revenue
bullPricing growth
bullOccupancy rate
bullProcess quality
bullShare of lives
bullGeographic reach
bullRisk-based
revenue
bullShare of wallet
bullOutcomes quality
bullTotal cost of care
copy2016 The Advisory Board Company bull advisorycom
7
Source Health Leaders Media ldquoThe Clinical Strategy for Financial Health Care Redesign and Standardizationrdquo
httpcontenthcprocompdfcontent304111pdf HR Advancement Center interviews and analysis
1) Executive goals
No Shelter from the Cost-Cutting Storm
8
14
59
19
Three-Year Operating Cost Reduction Goals1
n=291
3-4
Reduction
0-2
Reduction
More
than 10
Reduction
5-10
Reduction
copy2016 The Advisory Board Company bull advisorycom
8
HR Serving a Growing Range of Clients
Source HR Advancement Center interviews and analysis
Breadth of Corporate HR Function
Flagship Hospital
with Established
HR Presence
Recent Acquisitions
with Unique HR
Structures
Home Health
Agency
Diagnostic
Imaging Center
Retail Clinic
Acquired
Hospital
Physician
Practices
Research
Institute
copy2016 The Advisory Board Company bull advisorycom
9
True in 2007 True Now
Source Ulrich D ldquoHR Dreams HRrsquos Journey to Deliver Valuerdquo 2007
available at httpwwwrblnetdownloablesarticleshr_dreams_ ulrichpdf
HR Advancement Center interviews and analysis
Still the Right HR Dream
ldquoEmbedded HR professionals may be called generalists partners relationship
managers or business based HR Regardless of title they are assigned to work with
organizational unitshellipTheir task is to participate in the strategic planning process and
to ensure that strategies happen through organizational capabilitieshellip They are
measured by the extent to which they can help make strategies happenrdquo
David Ulrich
Professor of Business Ross School of Business
University of Michigan
copy2016 The Advisory Board Company bull advisorycom
10
But Facing the Same Set of Known Challenges
Source HR Advancement Center interviews and analysis
Role is poorly defined too
many priorities andor too
many clients
Three Common Challenges with the Business Partner Role
People hired into role may
lack strategic thinking
analytical skill set
Business partners arenrsquot able
to delegate transactional or
routine work leaving less time
for strategic work
Wrong Scope Wrong Skills Wrong Support
copy2016 The Advisory Board Company bull advisorycom
11
Source HR Advancement Center interviews and analysis
Regardless of Model Six Key Questions to Answer
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
copy2016 The Advisory Board Company bull advisorycom
12
Introducing Our Profiled Institutions
Source HR Advancement Center interviews and analysis
Philadelphia PA
516-bed tertiary care
hospital with 50+ care
locations in the
greater Philadelphia
area
12000 employees
Jan 13 1pm ET
Archived
Houston TX
7-hospital health
system in the greater
Houston area
19600 employees
4500 physicians
Jan 27 1pm ET
Archived
Charlotte NC
40 hospitals and 900
care locations across
North Carolina South
Carolina and Georgia
60000+ employees
3000+ employed
physicians
Feb 24 1pm ET
Washington DC
303-bed not-for-profit
academic medical
center
6533 employees
Feb 10 1pm ET
Archived
Headquarters
Description
Webconference
Time
Workforce
Size
copy2016 The Advisory Board Company bull advisorycom
13
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
14
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Leave of absence
Carolinasrsquo HR Department Circa 2009
Carolinasrsquo HR Organizational Chart Circa 2009
Sr Vice President
Human Resources
Vice President
Workforce
Relations
Asst Vice
President
Diversity and
Inclusion
Vice President
Workforce
Relations
Asst Vice
President
Organizational
Development
Director
Human
Resources
Vice President
HR Admin
Workforce
Management
Vice President
CompBenefits
Total Rewards
bull Employment
Policy amp
Practice
bull HR Metrics
bull Workforce
Planning
bull Employment
Compliance
bull HR Branding
bull Recruitment
bull Mergers amp
Acquisitions
bull Compensation
bull Benefits
bull HR Operations
bull LOA1
bull Records
bull HR Corporate
Compliance
bull Executive
Physician
Benefits
bull Executive
Compensation
bull Special
Projects
bull Employee
Recognition
bull Policy
Development
bull Employee
Engagement
bull Employee
Relations
(EEOC)
bull Facilities
bull Workerrsquos
Compensation
bull Regulatory
Compliance
bull Education amp
Development
bull Leadership
Development
bull Orientation
bull Performance
Management
bull Educational
Assistance
Program
bull Employee
Health
bull Service
Recognition
bull Employee
Relations
(Grievances)
bull Regional
Facilities
bull Liaison to
Managed
Facilities
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
6
An Essential Leap from Extractive Growth to Value-Based Growth
Source Health Care Advisory Board interviews and analysis
The New Rules of Competition in Health Care
Health System Strategy
Value-Based Growth
Grow by being better
Leverage cost quality service
advantage to attract key
decision-makers
Performance Metrics
Extractive Growth
Grow by being bigger
Leverage market dominance to secure
prime pricing network status
Performance Metrics
bullDischarges
bullService line share
bullFee-for-service
revenue
bullPricing growth
bullOccupancy rate
bullProcess quality
bullShare of lives
bullGeographic reach
bullRisk-based
revenue
bullShare of wallet
bullOutcomes quality
bullTotal cost of care
copy2016 The Advisory Board Company bull advisorycom
7
Source Health Leaders Media ldquoThe Clinical Strategy for Financial Health Care Redesign and Standardizationrdquo
httpcontenthcprocompdfcontent304111pdf HR Advancement Center interviews and analysis
1) Executive goals
No Shelter from the Cost-Cutting Storm
8
14
59
19
Three-Year Operating Cost Reduction Goals1
n=291
3-4
Reduction
0-2
Reduction
More
than 10
Reduction
5-10
Reduction
copy2016 The Advisory Board Company bull advisorycom
8
HR Serving a Growing Range of Clients
Source HR Advancement Center interviews and analysis
Breadth of Corporate HR Function
Flagship Hospital
with Established
HR Presence
Recent Acquisitions
with Unique HR
Structures
Home Health
Agency
Diagnostic
Imaging Center
Retail Clinic
Acquired
Hospital
Physician
Practices
Research
Institute
copy2016 The Advisory Board Company bull advisorycom
9
True in 2007 True Now
Source Ulrich D ldquoHR Dreams HRrsquos Journey to Deliver Valuerdquo 2007
available at httpwwwrblnetdownloablesarticleshr_dreams_ ulrichpdf
HR Advancement Center interviews and analysis
Still the Right HR Dream
ldquoEmbedded HR professionals may be called generalists partners relationship
managers or business based HR Regardless of title they are assigned to work with
organizational unitshellipTheir task is to participate in the strategic planning process and
to ensure that strategies happen through organizational capabilitieshellip They are
measured by the extent to which they can help make strategies happenrdquo
David Ulrich
Professor of Business Ross School of Business
University of Michigan
copy2016 The Advisory Board Company bull advisorycom
10
But Facing the Same Set of Known Challenges
Source HR Advancement Center interviews and analysis
Role is poorly defined too
many priorities andor too
many clients
Three Common Challenges with the Business Partner Role
People hired into role may
lack strategic thinking
analytical skill set
Business partners arenrsquot able
to delegate transactional or
routine work leaving less time
for strategic work
Wrong Scope Wrong Skills Wrong Support
copy2016 The Advisory Board Company bull advisorycom
11
Source HR Advancement Center interviews and analysis
Regardless of Model Six Key Questions to Answer
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
copy2016 The Advisory Board Company bull advisorycom
12
Introducing Our Profiled Institutions
Source HR Advancement Center interviews and analysis
Philadelphia PA
516-bed tertiary care
hospital with 50+ care
locations in the
greater Philadelphia
area
12000 employees
Jan 13 1pm ET
Archived
Houston TX
7-hospital health
system in the greater
Houston area
19600 employees
4500 physicians
Jan 27 1pm ET
Archived
Charlotte NC
40 hospitals and 900
care locations across
North Carolina South
Carolina and Georgia
60000+ employees
3000+ employed
physicians
Feb 24 1pm ET
Washington DC
303-bed not-for-profit
academic medical
center
6533 employees
Feb 10 1pm ET
Archived
Headquarters
Description
Webconference
Time
Workforce
Size
copy2016 The Advisory Board Company bull advisorycom
13
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
14
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Leave of absence
Carolinasrsquo HR Department Circa 2009
Carolinasrsquo HR Organizational Chart Circa 2009
Sr Vice President
Human Resources
Vice President
Workforce
Relations
Asst Vice
President
Diversity and
Inclusion
Vice President
Workforce
Relations
Asst Vice
President
Organizational
Development
Director
Human
Resources
Vice President
HR Admin
Workforce
Management
Vice President
CompBenefits
Total Rewards
bull Employment
Policy amp
Practice
bull HR Metrics
bull Workforce
Planning
bull Employment
Compliance
bull HR Branding
bull Recruitment
bull Mergers amp
Acquisitions
bull Compensation
bull Benefits
bull HR Operations
bull LOA1
bull Records
bull HR Corporate
Compliance
bull Executive
Physician
Benefits
bull Executive
Compensation
bull Special
Projects
bull Employee
Recognition
bull Policy
Development
bull Employee
Engagement
bull Employee
Relations
(EEOC)
bull Facilities
bull Workerrsquos
Compensation
bull Regulatory
Compliance
bull Education amp
Development
bull Leadership
Development
bull Orientation
bull Performance
Management
bull Educational
Assistance
Program
bull Employee
Health
bull Service
Recognition
bull Employee
Relations
(Grievances)
bull Regional
Facilities
bull Liaison to
Managed
Facilities
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
7
Source Health Leaders Media ldquoThe Clinical Strategy for Financial Health Care Redesign and Standardizationrdquo
httpcontenthcprocompdfcontent304111pdf HR Advancement Center interviews and analysis
1) Executive goals
No Shelter from the Cost-Cutting Storm
8
14
59
19
Three-Year Operating Cost Reduction Goals1
n=291
3-4
Reduction
0-2
Reduction
More
than 10
Reduction
5-10
Reduction
copy2016 The Advisory Board Company bull advisorycom
8
HR Serving a Growing Range of Clients
Source HR Advancement Center interviews and analysis
Breadth of Corporate HR Function
Flagship Hospital
with Established
HR Presence
Recent Acquisitions
with Unique HR
Structures
Home Health
Agency
Diagnostic
Imaging Center
Retail Clinic
Acquired
Hospital
Physician
Practices
Research
Institute
copy2016 The Advisory Board Company bull advisorycom
9
True in 2007 True Now
Source Ulrich D ldquoHR Dreams HRrsquos Journey to Deliver Valuerdquo 2007
available at httpwwwrblnetdownloablesarticleshr_dreams_ ulrichpdf
HR Advancement Center interviews and analysis
Still the Right HR Dream
ldquoEmbedded HR professionals may be called generalists partners relationship
managers or business based HR Regardless of title they are assigned to work with
organizational unitshellipTheir task is to participate in the strategic planning process and
to ensure that strategies happen through organizational capabilitieshellip They are
measured by the extent to which they can help make strategies happenrdquo
David Ulrich
Professor of Business Ross School of Business
University of Michigan
copy2016 The Advisory Board Company bull advisorycom
10
But Facing the Same Set of Known Challenges
Source HR Advancement Center interviews and analysis
Role is poorly defined too
many priorities andor too
many clients
Three Common Challenges with the Business Partner Role
People hired into role may
lack strategic thinking
analytical skill set
Business partners arenrsquot able
to delegate transactional or
routine work leaving less time
for strategic work
Wrong Scope Wrong Skills Wrong Support
copy2016 The Advisory Board Company bull advisorycom
11
Source HR Advancement Center interviews and analysis
Regardless of Model Six Key Questions to Answer
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
copy2016 The Advisory Board Company bull advisorycom
12
Introducing Our Profiled Institutions
Source HR Advancement Center interviews and analysis
Philadelphia PA
516-bed tertiary care
hospital with 50+ care
locations in the
greater Philadelphia
area
12000 employees
Jan 13 1pm ET
Archived
Houston TX
7-hospital health
system in the greater
Houston area
19600 employees
4500 physicians
Jan 27 1pm ET
Archived
Charlotte NC
40 hospitals and 900
care locations across
North Carolina South
Carolina and Georgia
60000+ employees
3000+ employed
physicians
Feb 24 1pm ET
Washington DC
303-bed not-for-profit
academic medical
center
6533 employees
Feb 10 1pm ET
Archived
Headquarters
Description
Webconference
Time
Workforce
Size
copy2016 The Advisory Board Company bull advisorycom
13
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
14
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Leave of absence
Carolinasrsquo HR Department Circa 2009
Carolinasrsquo HR Organizational Chart Circa 2009
Sr Vice President
Human Resources
Vice President
Workforce
Relations
Asst Vice
President
Diversity and
Inclusion
Vice President
Workforce
Relations
Asst Vice
President
Organizational
Development
Director
Human
Resources
Vice President
HR Admin
Workforce
Management
Vice President
CompBenefits
Total Rewards
bull Employment
Policy amp
Practice
bull HR Metrics
bull Workforce
Planning
bull Employment
Compliance
bull HR Branding
bull Recruitment
bull Mergers amp
Acquisitions
bull Compensation
bull Benefits
bull HR Operations
bull LOA1
bull Records
bull HR Corporate
Compliance
bull Executive
Physician
Benefits
bull Executive
Compensation
bull Special
Projects
bull Employee
Recognition
bull Policy
Development
bull Employee
Engagement
bull Employee
Relations
(EEOC)
bull Facilities
bull Workerrsquos
Compensation
bull Regulatory
Compliance
bull Education amp
Development
bull Leadership
Development
bull Orientation
bull Performance
Management
bull Educational
Assistance
Program
bull Employee
Health
bull Service
Recognition
bull Employee
Relations
(Grievances)
bull Regional
Facilities
bull Liaison to
Managed
Facilities
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
8
HR Serving a Growing Range of Clients
Source HR Advancement Center interviews and analysis
Breadth of Corporate HR Function
Flagship Hospital
with Established
HR Presence
Recent Acquisitions
with Unique HR
Structures
Home Health
Agency
Diagnostic
Imaging Center
Retail Clinic
Acquired
Hospital
Physician
Practices
Research
Institute
copy2016 The Advisory Board Company bull advisorycom
9
True in 2007 True Now
Source Ulrich D ldquoHR Dreams HRrsquos Journey to Deliver Valuerdquo 2007
available at httpwwwrblnetdownloablesarticleshr_dreams_ ulrichpdf
HR Advancement Center interviews and analysis
Still the Right HR Dream
ldquoEmbedded HR professionals may be called generalists partners relationship
managers or business based HR Regardless of title they are assigned to work with
organizational unitshellipTheir task is to participate in the strategic planning process and
to ensure that strategies happen through organizational capabilitieshellip They are
measured by the extent to which they can help make strategies happenrdquo
David Ulrich
Professor of Business Ross School of Business
University of Michigan
copy2016 The Advisory Board Company bull advisorycom
10
But Facing the Same Set of Known Challenges
Source HR Advancement Center interviews and analysis
Role is poorly defined too
many priorities andor too
many clients
Three Common Challenges with the Business Partner Role
People hired into role may
lack strategic thinking
analytical skill set
Business partners arenrsquot able
to delegate transactional or
routine work leaving less time
for strategic work
Wrong Scope Wrong Skills Wrong Support
copy2016 The Advisory Board Company bull advisorycom
11
Source HR Advancement Center interviews and analysis
Regardless of Model Six Key Questions to Answer
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
copy2016 The Advisory Board Company bull advisorycom
12
Introducing Our Profiled Institutions
Source HR Advancement Center interviews and analysis
Philadelphia PA
516-bed tertiary care
hospital with 50+ care
locations in the
greater Philadelphia
area
12000 employees
Jan 13 1pm ET
Archived
Houston TX
7-hospital health
system in the greater
Houston area
19600 employees
4500 physicians
Jan 27 1pm ET
Archived
Charlotte NC
40 hospitals and 900
care locations across
North Carolina South
Carolina and Georgia
60000+ employees
3000+ employed
physicians
Feb 24 1pm ET
Washington DC
303-bed not-for-profit
academic medical
center
6533 employees
Feb 10 1pm ET
Archived
Headquarters
Description
Webconference
Time
Workforce
Size
copy2016 The Advisory Board Company bull advisorycom
13
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
14
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Leave of absence
Carolinasrsquo HR Department Circa 2009
Carolinasrsquo HR Organizational Chart Circa 2009
Sr Vice President
Human Resources
Vice President
Workforce
Relations
Asst Vice
President
Diversity and
Inclusion
Vice President
Workforce
Relations
Asst Vice
President
Organizational
Development
Director
Human
Resources
Vice President
HR Admin
Workforce
Management
Vice President
CompBenefits
Total Rewards
bull Employment
Policy amp
Practice
bull HR Metrics
bull Workforce
Planning
bull Employment
Compliance
bull HR Branding
bull Recruitment
bull Mergers amp
Acquisitions
bull Compensation
bull Benefits
bull HR Operations
bull LOA1
bull Records
bull HR Corporate
Compliance
bull Executive
Physician
Benefits
bull Executive
Compensation
bull Special
Projects
bull Employee
Recognition
bull Policy
Development
bull Employee
Engagement
bull Employee
Relations
(EEOC)
bull Facilities
bull Workerrsquos
Compensation
bull Regulatory
Compliance
bull Education amp
Development
bull Leadership
Development
bull Orientation
bull Performance
Management
bull Educational
Assistance
Program
bull Employee
Health
bull Service
Recognition
bull Employee
Relations
(Grievances)
bull Regional
Facilities
bull Liaison to
Managed
Facilities
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
9
True in 2007 True Now
Source Ulrich D ldquoHR Dreams HRrsquos Journey to Deliver Valuerdquo 2007
available at httpwwwrblnetdownloablesarticleshr_dreams_ ulrichpdf
HR Advancement Center interviews and analysis
Still the Right HR Dream
ldquoEmbedded HR professionals may be called generalists partners relationship
managers or business based HR Regardless of title they are assigned to work with
organizational unitshellipTheir task is to participate in the strategic planning process and
to ensure that strategies happen through organizational capabilitieshellip They are
measured by the extent to which they can help make strategies happenrdquo
David Ulrich
Professor of Business Ross School of Business
University of Michigan
copy2016 The Advisory Board Company bull advisorycom
10
But Facing the Same Set of Known Challenges
Source HR Advancement Center interviews and analysis
Role is poorly defined too
many priorities andor too
many clients
Three Common Challenges with the Business Partner Role
People hired into role may
lack strategic thinking
analytical skill set
Business partners arenrsquot able
to delegate transactional or
routine work leaving less time
for strategic work
Wrong Scope Wrong Skills Wrong Support
copy2016 The Advisory Board Company bull advisorycom
11
Source HR Advancement Center interviews and analysis
Regardless of Model Six Key Questions to Answer
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
copy2016 The Advisory Board Company bull advisorycom
12
Introducing Our Profiled Institutions
Source HR Advancement Center interviews and analysis
Philadelphia PA
516-bed tertiary care
hospital with 50+ care
locations in the
greater Philadelphia
area
12000 employees
Jan 13 1pm ET
Archived
Houston TX
7-hospital health
system in the greater
Houston area
19600 employees
4500 physicians
Jan 27 1pm ET
Archived
Charlotte NC
40 hospitals and 900
care locations across
North Carolina South
Carolina and Georgia
60000+ employees
3000+ employed
physicians
Feb 24 1pm ET
Washington DC
303-bed not-for-profit
academic medical
center
6533 employees
Feb 10 1pm ET
Archived
Headquarters
Description
Webconference
Time
Workforce
Size
copy2016 The Advisory Board Company bull advisorycom
13
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
14
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Leave of absence
Carolinasrsquo HR Department Circa 2009
Carolinasrsquo HR Organizational Chart Circa 2009
Sr Vice President
Human Resources
Vice President
Workforce
Relations
Asst Vice
President
Diversity and
Inclusion
Vice President
Workforce
Relations
Asst Vice
President
Organizational
Development
Director
Human
Resources
Vice President
HR Admin
Workforce
Management
Vice President
CompBenefits
Total Rewards
bull Employment
Policy amp
Practice
bull HR Metrics
bull Workforce
Planning
bull Employment
Compliance
bull HR Branding
bull Recruitment
bull Mergers amp
Acquisitions
bull Compensation
bull Benefits
bull HR Operations
bull LOA1
bull Records
bull HR Corporate
Compliance
bull Executive
Physician
Benefits
bull Executive
Compensation
bull Special
Projects
bull Employee
Recognition
bull Policy
Development
bull Employee
Engagement
bull Employee
Relations
(EEOC)
bull Facilities
bull Workerrsquos
Compensation
bull Regulatory
Compliance
bull Education amp
Development
bull Leadership
Development
bull Orientation
bull Performance
Management
bull Educational
Assistance
Program
bull Employee
Health
bull Service
Recognition
bull Employee
Relations
(Grievances)
bull Regional
Facilities
bull Liaison to
Managed
Facilities
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
10
But Facing the Same Set of Known Challenges
Source HR Advancement Center interviews and analysis
Role is poorly defined too
many priorities andor too
many clients
Three Common Challenges with the Business Partner Role
People hired into role may
lack strategic thinking
analytical skill set
Business partners arenrsquot able
to delegate transactional or
routine work leaving less time
for strategic work
Wrong Scope Wrong Skills Wrong Support
copy2016 The Advisory Board Company bull advisorycom
11
Source HR Advancement Center interviews and analysis
Regardless of Model Six Key Questions to Answer
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
copy2016 The Advisory Board Company bull advisorycom
12
Introducing Our Profiled Institutions
Source HR Advancement Center interviews and analysis
Philadelphia PA
516-bed tertiary care
hospital with 50+ care
locations in the
greater Philadelphia
area
12000 employees
Jan 13 1pm ET
Archived
Houston TX
7-hospital health
system in the greater
Houston area
19600 employees
4500 physicians
Jan 27 1pm ET
Archived
Charlotte NC
40 hospitals and 900
care locations across
North Carolina South
Carolina and Georgia
60000+ employees
3000+ employed
physicians
Feb 24 1pm ET
Washington DC
303-bed not-for-profit
academic medical
center
6533 employees
Feb 10 1pm ET
Archived
Headquarters
Description
Webconference
Time
Workforce
Size
copy2016 The Advisory Board Company bull advisorycom
13
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
14
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Leave of absence
Carolinasrsquo HR Department Circa 2009
Carolinasrsquo HR Organizational Chart Circa 2009
Sr Vice President
Human Resources
Vice President
Workforce
Relations
Asst Vice
President
Diversity and
Inclusion
Vice President
Workforce
Relations
Asst Vice
President
Organizational
Development
Director
Human
Resources
Vice President
HR Admin
Workforce
Management
Vice President
CompBenefits
Total Rewards
bull Employment
Policy amp
Practice
bull HR Metrics
bull Workforce
Planning
bull Employment
Compliance
bull HR Branding
bull Recruitment
bull Mergers amp
Acquisitions
bull Compensation
bull Benefits
bull HR Operations
bull LOA1
bull Records
bull HR Corporate
Compliance
bull Executive
Physician
Benefits
bull Executive
Compensation
bull Special
Projects
bull Employee
Recognition
bull Policy
Development
bull Employee
Engagement
bull Employee
Relations
(EEOC)
bull Facilities
bull Workerrsquos
Compensation
bull Regulatory
Compliance
bull Education amp
Development
bull Leadership
Development
bull Orientation
bull Performance
Management
bull Educational
Assistance
Program
bull Employee
Health
bull Service
Recognition
bull Employee
Relations
(Grievances)
bull Regional
Facilities
bull Liaison to
Managed
Facilities
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
11
Source HR Advancement Center interviews and analysis
Regardless of Model Six Key Questions to Answer
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
copy2016 The Advisory Board Company bull advisorycom
12
Introducing Our Profiled Institutions
Source HR Advancement Center interviews and analysis
Philadelphia PA
516-bed tertiary care
hospital with 50+ care
locations in the
greater Philadelphia
area
12000 employees
Jan 13 1pm ET
Archived
Houston TX
7-hospital health
system in the greater
Houston area
19600 employees
4500 physicians
Jan 27 1pm ET
Archived
Charlotte NC
40 hospitals and 900
care locations across
North Carolina South
Carolina and Georgia
60000+ employees
3000+ employed
physicians
Feb 24 1pm ET
Washington DC
303-bed not-for-profit
academic medical
center
6533 employees
Feb 10 1pm ET
Archived
Headquarters
Description
Webconference
Time
Workforce
Size
copy2016 The Advisory Board Company bull advisorycom
13
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
14
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Leave of absence
Carolinasrsquo HR Department Circa 2009
Carolinasrsquo HR Organizational Chart Circa 2009
Sr Vice President
Human Resources
Vice President
Workforce
Relations
Asst Vice
President
Diversity and
Inclusion
Vice President
Workforce
Relations
Asst Vice
President
Organizational
Development
Director
Human
Resources
Vice President
HR Admin
Workforce
Management
Vice President
CompBenefits
Total Rewards
bull Employment
Policy amp
Practice
bull HR Metrics
bull Workforce
Planning
bull Employment
Compliance
bull HR Branding
bull Recruitment
bull Mergers amp
Acquisitions
bull Compensation
bull Benefits
bull HR Operations
bull LOA1
bull Records
bull HR Corporate
Compliance
bull Executive
Physician
Benefits
bull Executive
Compensation
bull Special
Projects
bull Employee
Recognition
bull Policy
Development
bull Employee
Engagement
bull Employee
Relations
(EEOC)
bull Facilities
bull Workerrsquos
Compensation
bull Regulatory
Compliance
bull Education amp
Development
bull Leadership
Development
bull Orientation
bull Performance
Management
bull Educational
Assistance
Program
bull Employee
Health
bull Service
Recognition
bull Employee
Relations
(Grievances)
bull Regional
Facilities
bull Liaison to
Managed
Facilities
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
12
Introducing Our Profiled Institutions
Source HR Advancement Center interviews and analysis
Philadelphia PA
516-bed tertiary care
hospital with 50+ care
locations in the
greater Philadelphia
area
12000 employees
Jan 13 1pm ET
Archived
Houston TX
7-hospital health
system in the greater
Houston area
19600 employees
4500 physicians
Jan 27 1pm ET
Archived
Charlotte NC
40 hospitals and 900
care locations across
North Carolina South
Carolina and Georgia
60000+ employees
3000+ employed
physicians
Feb 24 1pm ET
Washington DC
303-bed not-for-profit
academic medical
center
6533 employees
Feb 10 1pm ET
Archived
Headquarters
Description
Webconference
Time
Workforce
Size
copy2016 The Advisory Board Company bull advisorycom
13
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
14
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Leave of absence
Carolinasrsquo HR Department Circa 2009
Carolinasrsquo HR Organizational Chart Circa 2009
Sr Vice President
Human Resources
Vice President
Workforce
Relations
Asst Vice
President
Diversity and
Inclusion
Vice President
Workforce
Relations
Asst Vice
President
Organizational
Development
Director
Human
Resources
Vice President
HR Admin
Workforce
Management
Vice President
CompBenefits
Total Rewards
bull Employment
Policy amp
Practice
bull HR Metrics
bull Workforce
Planning
bull Employment
Compliance
bull HR Branding
bull Recruitment
bull Mergers amp
Acquisitions
bull Compensation
bull Benefits
bull HR Operations
bull LOA1
bull Records
bull HR Corporate
Compliance
bull Executive
Physician
Benefits
bull Executive
Compensation
bull Special
Projects
bull Employee
Recognition
bull Policy
Development
bull Employee
Engagement
bull Employee
Relations
(EEOC)
bull Facilities
bull Workerrsquos
Compensation
bull Regulatory
Compliance
bull Education amp
Development
bull Leadership
Development
bull Orientation
bull Performance
Management
bull Educational
Assistance
Program
bull Employee
Health
bull Service
Recognition
bull Employee
Relations
(Grievances)
bull Regional
Facilities
bull Liaison to
Managed
Facilities
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
13
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
14
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Leave of absence
Carolinasrsquo HR Department Circa 2009
Carolinasrsquo HR Organizational Chart Circa 2009
Sr Vice President
Human Resources
Vice President
Workforce
Relations
Asst Vice
President
Diversity and
Inclusion
Vice President
Workforce
Relations
Asst Vice
President
Organizational
Development
Director
Human
Resources
Vice President
HR Admin
Workforce
Management
Vice President
CompBenefits
Total Rewards
bull Employment
Policy amp
Practice
bull HR Metrics
bull Workforce
Planning
bull Employment
Compliance
bull HR Branding
bull Recruitment
bull Mergers amp
Acquisitions
bull Compensation
bull Benefits
bull HR Operations
bull LOA1
bull Records
bull HR Corporate
Compliance
bull Executive
Physician
Benefits
bull Executive
Compensation
bull Special
Projects
bull Employee
Recognition
bull Policy
Development
bull Employee
Engagement
bull Employee
Relations
(EEOC)
bull Facilities
bull Workerrsquos
Compensation
bull Regulatory
Compliance
bull Education amp
Development
bull Leadership
Development
bull Orientation
bull Performance
Management
bull Educational
Assistance
Program
bull Employee
Health
bull Service
Recognition
bull Employee
Relations
(Grievances)
bull Regional
Facilities
bull Liaison to
Managed
Facilities
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
14
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Leave of absence
Carolinasrsquo HR Department Circa 2009
Carolinasrsquo HR Organizational Chart Circa 2009
Sr Vice President
Human Resources
Vice President
Workforce
Relations
Asst Vice
President
Diversity and
Inclusion
Vice President
Workforce
Relations
Asst Vice
President
Organizational
Development
Director
Human
Resources
Vice President
HR Admin
Workforce
Management
Vice President
CompBenefits
Total Rewards
bull Employment
Policy amp
Practice
bull HR Metrics
bull Workforce
Planning
bull Employment
Compliance
bull HR Branding
bull Recruitment
bull Mergers amp
Acquisitions
bull Compensation
bull Benefits
bull HR Operations
bull LOA1
bull Records
bull HR Corporate
Compliance
bull Executive
Physician
Benefits
bull Executive
Compensation
bull Special
Projects
bull Employee
Recognition
bull Policy
Development
bull Employee
Engagement
bull Employee
Relations
(EEOC)
bull Facilities
bull Workerrsquos
Compensation
bull Regulatory
Compliance
bull Education amp
Development
bull Leadership
Development
bull Orientation
bull Performance
Management
bull Educational
Assistance
Program
bull Employee
Health
bull Service
Recognition
bull Employee
Relations
(Grievances)
bull Regional
Facilities
bull Liaison to
Managed
Facilities
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
15
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Building One Culture at Carolinas
One Team driven to make a difference
One Belief that patients are partners
One Mission advancing care together as One
One System connecting and transforming
Carolinas HealthCare System
Together As One
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
16
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinasrsquo HR Department Today
Carolinasrsquo HR Organizational Chart 2015
Vice President
Total Rewards and
HR Operations
Sr Vice President
Workforce Relations
Chief Human Resources
Officer
Asst Vice President
Exec Total Rewards
and Physician Benefits
Vice President
Workforce Management
Vice President
Learning amp Diversity
bull Compensation
Administration
bull Benefits
bull HR Operations
bull LEAN
bull Workerrsquos
Compensation
bull CHS LiveWELL
bull Education Assistance
Program
bull AcquisitionsMergers
bull Occupational Health
and Safety
bull Talent Acquisition
bull Workforce Strategy amp
Analytics
bull Workforce
Management
Operations
bull Employment
Practice amp
Compliance
bull Workforce
Authorization amp
Immigration
bull Return to Work
bull HR Corporate
Compliance
bull Teammate Engagement
bull Recognition Celebration
and Events
bull HR Policy Administration
bull Regulatory Compliance
Joint Commission
bull HR Regional Group
bull Organizational
Development amp Learning
bull Performance
Management
bull Talent Management
bull Change Management
bull Workforce Diversity
bull Teammate Resource
Groups
bull Community
Engagement
bull Organizational
Compliance
bull Teammate Education amp
Development
bull New Teammate
Onboarding
bull Leadership
Education and
Development
bull Executive
Compensation
Administration
bull Executive Physician
Benefits Administration
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
17
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Zeroing in on HR at Two Key Levels
Sr Vice President
Sr Consultants
Associate Consultants
Manager
7 Asst Vice
Presidents Directors
Each Asst Vice
President or Director
has dedicated team
Carolinas Workforce Relations Organizational Chart
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
18 Question 1
Source HR Advancement Center interviews and analysis
Where Should You Embed Business Partners
Options
System-wide
Business Unit
Business partner embedded
in system-wide function (eg
clinical service line)
Geographic-based
Business Unit
Business partner embedded
in operations in a region
or facility
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
19 Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Executive BPs Aligned by Carolinas Divisions
Scope
Primary
Client(s)
Total FTEs
Central SouthEast
8200 1000 6000
Medical
Group
2400
Cleveland
County
Corporate
Services
Facility
Executive
Teams
11400
Facility
Executive
Teams
Facility
Executive
Team Executives Executives
South
2300
Facility
Executive
Teams
NorthEast
5500
Facility
Executive
Teams
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
20
Four Sr Consultants for the Central Division
Question 1 Where should you embed business partners
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Aligned by Local Service Line
Scope
Primary
Client(s)
Total FTEs
bull Surgical Services
bull Nursing
Administration
bull Endoscopy
bull RadiologyImaging
bull Pharmacy
bull Lab
bull Plant Ops
bull EVS
Nursing
bull Neurology
bull Cardiac
bull Medical
bull Womenrsquos
Health
bull Oncology
bull Security
bull Levine Childrenrsquos
Hospital
bull Emergency
Services
AVPs Directors
Managers
1812 1841 1025
bull Sanger Heart amp
Vascular Institute
bull Patient Registration
bull Patient Transport
bull Physical Therapy
bull Respiratory
Therapy
bull Clinical Case
Management
1241
AVPs Directors
Managers
AVPs Directors
Managers
AVPs Directors
Managers
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
21 Question 2
Source HR Advancement Center interviews and analysis
What Should Business Partners Prioritize
Options
Clientrsquos Strategic
Objectives
Business partner supports
clientrsquos unique business
goals
System People Objectives
for Business Unit
Business partner prioritizes
pre-defined people goals
(eg turnover) for the
business unit
Single Strategic
Objective
Business partner
focuses on one
specific initiative (eg
workforce planning)
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
22
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Sr Consultants Focused on Engagement
Full Job Description Available
Question 2 What should business partners prioritize
Serves as workforce
culture champion
Provides HR consulting
services to drive
engagement and
people strategy
Fosters relationships
between managers and
teammates
Key Sr Consultant Responsibilities
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
23 Question 3
Source HR Advancement Center interviews and analysis
How Do You Ensure BPs Have the Right Skills
Academic Credentials
Potential Business Partner Backgrounds to Prioritize
HR Experience Health Care Experience
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
24 Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Master of Science Leadership and Organizational Change
Sr Consultants Bring Strong Internal HR Network
Education
Previous
Experience
Bachelorrsquos
Degree
HR Project
Manager
Carolinas
HealthCare System
Workforce Relations
Consultant
Carolinas
HealthCare System
MSL1 PHR
SHRM-CP
Workforce Relations
Consultant
Carolinas
HealthCare System
MBA PHR
SHRM-CP LEAN
Workforce Relations
Consultant
Carolinas
HealthCare System
Bachelorrsquos
Degree
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
25
Founder amp CEO
Positive Impact
of Union County
Question 3 How do you ensure business partners have the right skills
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Investing in AVPs with Executive Experience
Education
Previous
Experience
EdD LEAN Masters HR
VP HR amp
Marketing
Lincoln Medical
Center
MS OD amp
Leadership
Sr HR
Manager
Amazon
MHA
VP Integrated
Healthcare
Strategies
VP HR amp Patient
Experience
Cleveland
County
Healthcare
System
MBA
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
26 Question 4
Source HR Advancement Center interviews and analysis
How Do You Protect Business Partnersrsquo Time
Options
Call Center
Frontline staff and managers
contact call center (instead
of business partner) for
routine questions
Generalist
Dedicated HR contact acts
as lsquoface of HRrsquo shields
business partner from
transactional work
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
27 Question 4 How do you protect business partnersrsquo time
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
1) Called Workforce Relations Consultant at Carolinas
Generalists Are Frontline Staffrsquos First Point of Contact
Full Job Description Available
bull First point of contact for any teammate question related to HR
bull Interprets policy and procedures for teammates and managers
bull Conducts preliminary investigation of issues and shares
information as appropriate
Generalist1 Responsibilities
Representative Staff Interaction with HR
Generalist1
resolves employee
question
Frontline RN calls HR
regarding change in
benefits plan
Generalist and Sr
Consultant analyze
trends to identify
educational opportunities
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
28 Question 5
Source HR Advancement Center interviews and analysis
How Do BPs Collaborate with Functional Experts
Options
Business Partner-
Functional Expert Pairs
Business partners and
functional area experts
consistently work with same
group of clients
Cross-Functional Team
Meetings
Broader HR team meets
regularly to discuss
opportunities for
collaboration
Reporting
Relationship
Business partners and
functional experts (eg OD
recruiting) report to single
HR operational leader
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
29 Question 5 How do business partners collaborate with functional experts
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Business Partners Have Established HR Networks
Monthly Strategy Meeting
AVP
AV
P
Pre-existing Relationships
Sr Consultants work with contacts from
previous roles in corporate HR
Networking
Sr Consultants encouraged to network
through system HR initiatives (eg LEAN)
and system meetings
HR Strategy Meetings
AVPs and above meet with CHRO
monthly to discuss general HR strategy
SR
CO
NS
UL
TA
NT
Regular Interactions with Functional Experts
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
30 Question 6
Source HR Advancement Center interviews and analysis
How Do You Instill Business Partner Accountability
Options
Performance Evaluation
Goals
Business partners are
accountable for outcomes-
based goals
Reporting
Relationship
Business partners report to
senior HR leader to
reinforce strategic focus
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
31 Question 6 How do you instill business partner accountability
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
AVP Goals Reinforce Focus on Engagement
Goal Measure Target Initiative
Sustain workplace
culture and
teammate
engagement
Commitment
Indicator
Engagement
Survey
75th Percentile Sustain system-wide
performance in teammate
leader and physician
engagement
Sustain workplace
culture and
teammate
engagement
Participation
in Events
Increase number of
events on campus
and increase in
attendance
Communicate and support Total
Rewards LiveWELL and
system-wide and campus events
Improve overall
patient experience
Likelihood to
Recommend
PressGaney
Teammate
Survey
Sustain or Improve
Likelihood to
Recommend for
Quality Care and as
Place to Work
Deployment of One Behavior
and Service Programs Enhance
partnership with Patient
Experience
Enhance workforce
strategy and
optimization
Commitment
Indicator for
Diverse
Groups
Sustain
Commitment
Indicator for overall
minority groups
Deploy strategy to improve
diversity efforts including hiring
disparate policy enforcement
teammate engagement in
activities
AVP Performance Goals
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
32
Source Carolinas HealthCare System Charlotte NC HR Advancement Center interviews and analysis
Carolinas HealthCare System
Organizational Snapshot
bull Headquartered in Charlotte NC
bull 40 hospitals and 900 care
locations in North Carolina
South Carolina and Georgia
bull 60000+ employees 3000+
employed physicians
bull Named to 2015 list of 20 best
workplaces in healthcare by
Fortune and Great Places to Work
Institute Forbes list of Americarsquos
Best Employers in 2015
HR Department Snapshot
bull 261 FTE HR department
bull Average HR span of service of
1134 employees
IMA
GE
CR
ED
IT
CA
RO
LIN
AS
HE
ALT
HC
AR
E S
YS
TE
M
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
33
Whatrsquos the Right Answer for Your Organization
Six Key Questions
Where should you embed business partners in the organization
What should business partners prioritize
How do you ensure business partners have the right skills
How do you protect business partnersrsquo time
How do business partners collaborate with functional experts
How do you instill business partner accountability for goals
1
3
4
5
6
2
Source HR Advancement Center interviews and analysis
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
34
Source HR Advancement Center interviews and analysis
Additional Resources
Question HR Advancement Center Resources
1 Where do you embed business
partners in the organization
HR Org Charts
2 What should business partners
prioritize
Sample Business Partner Job Descriptions
The Business Partnerrsquos Prioritization Tool
3 How do you ensure business
partners have the right skills
Behavioral-Based Interview Template Builder
The HR Business Partnerrsquos Guide to Better Solutions
The HR Business Partnerrsquos Playbook for Project Planning
4 How do you protect business
partnersrsquo time
Sample Generalist Job Descriptions
Sample FAQs for Call Center
Call Center Benchmarks
5 How do business partners
collaborate with functional experts
HR Org Charts
6 How do you instill business partner
accountability for goals
Performance Goal Library
Must Do Steps for Trustworthy Performance Evaluation2
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
35
Source HR Advancement Center interviews and analysis
Join us for Upcoming Webconferences
Webconference Date
Two Toolkits to Help HR Business Partners Solve Problems and
Plan Projects
Wednesday March 2 1pm EST
Best Practices for Customized Leader Development Thursday March 24 1pm EST
How to Make Succession Management More Doable Tuesday April 5 1pm EST
Executive Briefing How to Solve Five Leader Engagement
Challenges
Thursday April 14 3pm EST
Four Opportunities to Help Leaders Engage Staff Thursday May 12 3pm EST
Top Insights from HR Department Staffing and Productivity
Benchmarks
Wednesday June 1 1pm EST
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You
copy2016 The Advisory Board Company bull advisorycom
36
Webconference survey
Please note that the survey does not apply to webconferences viewed on demand
Please take a minute to provide your
thoughts on todayrsquos presentation
Thank You