Human Resource Business Partner

Basic Function

The Human Resource Business Partner role includes working closely with employees and organizational leaders to perform HR-related duties and to identify and support areas of improvement to meet professional level standards. Providing professional and administrative support in the areas of recruitment, employee relations, resources policies, programs, practices, and maintaining departmental compliance. Broad responsibilities include training development, performance management, talent management, and compensation

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Responsibiliti

1. es
   Supports employee relations issues with disciplinary matters; disputes and investigations; productivity, recognition, and mora
2. le.Processes and investigates complaints regarding sexual harassment, discrimination, or other instances of workplace harassment and provides guidance on day-to-day issues to manage
3. rs.Provides responses to unemployment claims and attends unemployment hearings as need
4. ed.Oversees full cycle recruiting; collaborates with departmental managers to understand skills and competencies required for openin
5. gs.Evaluates and implements recruiting strategies with internal and external referral sources including such as colleges/universities, job fairs, print advertising, internet recruiting, employee referrals, social media, and sources as necessa
6. ry.Administers the worker’s compensation claims process; claims disputes and investigations; tracks claims, and monitors time lo
7. ss.Assist with benefits management issues related to plan renewal and open enrollment, benefits enrollment and termination, troubleshooting employee benefits issues, and the customer service aspect of benefits oversig
8. ht.Creates job postings and review applications for candidate identification. Conduct interviews as needed and recommends candidates for selection for open rol
9. es.Performs checks and balances on new hire onboarding and employee data change transactio
10. ns.Assist with job descriptions creation and works with and obtains market cost and competitive compensation da
11. ta.Assist with creating, updating, and applying HR policies and company guidelines and ensure adherence to standards and la
12. ws.Create and distribute internal communications regarding status changes, or company polici
13. es.Provides exceptional support services and guidance regarding day-to-day HR issues and inquiries on policies, procedures and process
14. es.Performs EEO & OFCCP tracking and reporti
15. ng.Perform reference checks and completes employment verificatio
16. ns.Establish diversity and inclusion programs inclusive of diversity recruitm
17. entPrepares the necessary records for evaluations, tracks statuses of evaluations, follows up with managers when evaluations are needed, and files evaluations when they are recei
18. vedImplement, and facilitate leadership and development programs, blended learni
19. ng.Support with developing and maintaining talent management and performance management processes ensuring all Management & Administrative leaders and employees are informed, evaluated, trained, and coached on aspects of performance check-ins, year-end calibrations performance ratings, and performance improvement plans and goal setting, e
20. tc.Reviews reports in association with business to help analyze retention issues, including head count management, and various transactio
21. ns.Assist in the Development HR Standard Operating Procedures and Agency Policies: develop and implement Standard Operating Procedures (“SOPs
22. ”).Collaborates with HR colleagues on cross-functional initiatives to help implement new HR programs, processes and polici
23. es.Required to maintain the confidential nature of all employee and company proprietary and privileged information used or observed while performing job duti
24. es.Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain complian
25. ce.Performs other related duties and project work as required and assign

ed.
Requirem

1. entsAnalytical and problem-solving skills with the ability to make recommendations by using judgment that is consistent with company culture, as well as standards, practices, policies, procedures or governing employment
2. law.Must display strong conflict resolution and decision-making skills and express comfort in managing in gray areas. Should possess negotiation skills, efficient in scheduling, and precise in the recruitment proc
3. ess.Excellent interpersonal skills with a high level of commitment to quality work product, organizational ethics, integrity, and compli
4. anceUnderstanding of employee relationships, staffing management and train
5. ing.Excellent ability to effectively communicate, both written and verb

ally
Education and Exper

1. ience
   BS/BA in degree in human resources, business administration, or a related field or an equivalent amount of experience and tra
2. ining.5-8 years’ human resources experience; broad knowledge of employment law, recruiting, employee relations, and employee develo
3. pment.Strong knowledge in H.R. employment law, legislation, and compliance manag
4. ement.Experience with MS Office applications (Outlook, Word, Excel, PowerPoint,
5. etc.)Experience with HRMS/HRIS s
6. ystemsSHRM-CP or SHRM-SCP certification pre