Human Resources Business Partner

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Job description

Job Title: Human Resources Business Partner

Department: Human Resources

Effective Date: 12/07/2018

Revised Date:

Reports to: Director of Human Resources

Salary Grade: 12

FLSA Status: Exempt

Position Summary This role has oversight for various HR programs, processes, and projects across the business. Administer human resources policies and programs, balancing employee advocacy and business operating needs. Promote equity, fair treatment, and positive employee relations. Provide comprehensive HR support in the area of employee relations, compensation, retention, performance management, conflict management, and leadership. Partner with business operational leaders to fully understand business issues, and how HR can best support achieving results. Build relationships for organizational effectiveness.

Job Qualifications

• A bachelor's degree and 2 years' human resource experience or HR certification and 4 years of relevant HR experience.

• HR Certification Preferred


• Demonstrated considerable knowledge of federal and state employment laws.


• Solid working knowledge of multiple human resource disciplines.


• Demonstrated ability to relate well to individuals and groups with widely varying backgrounds, perspectives, education, and skills.


• Superior communication, both oral and written, cooperation, and organizational skills.


• Excellent HRIS, MS Office Suite skills.


• Self-starter and problem-solver.

Essential Job Functions

• Acts as an adviser to supervisors and managers, ensuring legal compliance and resolution of personnel actions and concerns.


• Provides leadership support to accomplish department objectives through monthly one-on-one meetings and attending staff meetings and the like.


• Resolves routine employee relations issues and complaints. Refers difficult or very complex issues to the Sr. HR Director as needed. Acts as a resource for managers and employees to ensure their understanding and compliance with HR policies and regulations. Keeps management advised of potential problem areas and recommends/implements solutions as appropriate.


• Assists employees and managers regarding general issues pertaining to benefits, terminations, policy interpretation, and other HR products and deliverables.


• Maintains internal HR databases (i.e., tracking sheets, performance appraisal logs, and corrective action logs).


• Partners with employees and management to interpret Human Resources policies, procedures, laws, standards, and government regulations.


• Assists with communicating changes to employees and conducting employee presentations.


• Participates in staff meetings and works to expand the level of knowledge in all HR disciplines through on-the-job training, in-house training, self-study, and outside training as available.


• Maintains compliance with federal and state regulations concerning on-boarding, employment, employee relations, and terminations.


• Conduct effective, thorough and objective investigations; prepare comprehensive reports, formulate recommendations for remedial action if necessary; maintain and organize all documentation associated with the investigation.


• Analyzes exit interview data and makes recommendations to the management team for corrective action, continuous improvement and to increase retention rates.


• Facilitate and/or provides HR related training to the workforce.


• Manage the employment and onboarding process, including the following: posting and distribution of open positions, assist field with writing and placing advertisements, facilitation of pre-employment background screening and assistance with on-boarding, new employee orientation, and designated training.


• Provide HR analysis to assist in various HR projects and initiatives.


• Ensure consistent and timely management of employee leaves (STD, LTD, Workers Comp, FMLA); strong understanding of reasonable accommodations and the interactive process; prepare and tailor written correspondence as well as maintain all documentation that accompanies the management of the interactive process.


• Collaborate with other HR team members and leverage their expertise in delivering and implementing functional initiatives.


• Other duties as assigned.

Physical Demands and Work Environment:
The work is sedentary. Typically, the employee may sit comfortably to do the work. However, there may be some walking, standing, bending, carrying of light items, or driving an automobile. No special physical demands are required to perform the work. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The work environment involves everyday risk of discomforts, requiring normal safety precautions typical of such places as offices, meeting rooms, libraries, residences, or commercial vehicles. Use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations, and traffic signals is needed. The work area is adequately lighted, heated, and ventilated.

Disclaimer
The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.