Human Resources Business Partner

Human Resources Business Partner

Requirements

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software.
• 2 to 8 years’ experience in a mid-level HR role.
• Working knowledge of multiple HR functions, including compensation and benefits, organizational diagnosis, employee relations, diversity, performance management, risk management, and compliance.

Responsibilities

• Co-manages benefit evaluation and administration alongside the HR Manager including the facilitation of benefit renewal, insurer selection, coverage changes, open enrollment, and small group/individual enrollment meetings.
• Guides the L&D function by aligning training programs with business objectives.
• Co-manages the coaching, reskilling, upskilling, workforce planning, and succession planning within the L&D function alongside the HR manager.
• Serves as an HR lead in the absence of the HR Manager, assisting with management duties including presentations, meetings, etc.
• Coaches and consults management on HR matters.
• Provides HR policy guidance and interpretation to all employees.
• Assists in organizational performance management and provides guidance to managers and supervisors (e.g., coaching, counseling, career development, discipline, and evaluations).
• Partner with internal contributors to cultivate an inclusive, engaging, and rewarding workplace culture and environment through innovating and inclusive interventions.
• Conducts meetings with internal contributors to provide effective advice in improving the organizational people strategy.
• Manages and resolves complex employee relations issues. Conducts effective and thorough investigations. Provides summary to HR manager upon investigation closure.
• Facilitates the progressive disciplinary process per applicable state and federal laws, as well as company best practices.
• Interprets, collects, reports on, and creates HR analytical, categorical, and numerical data.
• Analyzes HR analytical data, trends, and benchmarks to evaluate, audit, and develop HR function solutions, programs, policies, and procedures in partnership with the HR group.
• Provides impactful suggestions and recommendations to serve current company objectives.
• Stays up to date on employment-related laws, regulations, and other people management requirements and partners with internal teams on how best to mitigate employment-related risks. Partners with external legal teams as necessary.
• Helps develop competitive talent acquisition strategies in conjunction with the TA team. Assists with development of the employee life cycle, including the orientation and onboarding experience.
• Assists in implementing and leveraging HR technology to increase efficiency, productivity, and drive business results.
• Advocates change management by devising action plans and timelines to ensure program success.
• Manages wage progressions within the Compensation & Benefits function alongside the Payroll and HRIS teams.
• Manages LOAs including protected unpaid leaves.
• Manages Unemployment Cost Management (UCM) within the Risk Management function to mitigate employer expense.
• Performs other related duties as assigned.

Preferred Qualifications

• Bachelor’s degree in relevant field preferred.
• Certified HR professional designation (HRCI or SHRM) or can obtain certification within one year of employment.