Description

ESSENTIAL DUTIES AND RESPONSIBILITIES

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units including recruitment, employee relations, coaching, growth and development, and compensation analysis. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its plans, its culture and its competition. Specific duties and responsibilities include:

• Attend regular meetings with respective business units.
• Consult with line management, providing HR guidance when appropriate.
• Analyze trends and metrics in partnership with the HR team to develop solutions, programs and policies.
• Partner with division hiring managers to recruit, interview, test, select and make offers to candidates to fill vacant positions.
• Facilitate new hire orientation to foster positive attitude toward company goals and objectives and serve as alternate for HR benefits/onboarding orientation as needed and/or conduct “special” HR orientations.
• Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required.
• Maintain knowledge of legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures, and reporting are in compliance with regulatory agencies; perform related research as requested.
• Provide day-to-day performance and compensation management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, performance improvement plans).
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provide HR policy guidance and interpretation.
• Develop/negotiate employment terms for new hires, promotions and transfers.
• Assist employees with assignments and related HR matters.
• Provide guidance and input on business unit restructures, workforce planning and succession planning.
• Identify training needs for business units and individual executive coaching needs; recommend training as appropriate.
• Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
• Actively participate in safety committee for designated business divisions.
• Create and generate reports from HRIS as necessary; assist with audit requests as necessary.
• Periodically audits the database to ensure accuracy.
• Identify and suggest improvements and efficiencies in HR-related processes.
• Performs other related duties as assigned.

COMPETENCIES

• 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, applicant tracking systems and HRIS systems.
• Ability to deal professionally with confidential information.

EDUCATION and EXPERIENCE

• Bachelor’s degree required or equivalent experience (4 years)
• Minimum of 8 years of experience resolving complex employee relations issues.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment

EEO/Affirmative Action Policy Statement

It is the policy of RiseBoro to provide equal employment opportunity to all employees and applicants for employment. No individual will be discriminated against on the basis of race, color, age, creed, religion, national origin, citizenship status, political or union affiliation, marital or partnership status, sex, sexual orientation or affectional preference, gender identity, familial status, genetic information or predisposition or characteristic, disability, status as a victim of domestic violence, status as a veteran or member of the U.S. military and related obligations, or any other characteristic protected by law. This policy applies to all terms and conditions of employment, including but not limited to, recruitment, hiring, job placement, compensation, benefits, training and apprenticeship, employee development, promotion, demotion, discipline, transfer, lay-off and recall, and termination. RiseBoro makes reasonable accommodations based on religion and/or disability as required by law, and requests for accommodation are to be directed to the Human Resources Department.