HR Business Partner

Position Summary: The HR Business Partner (HRBP) is responsible for supporting the Human Resources Department with Employment Relations, and other Human Resources Projects and Activities. HRBP will support HR Management in collecting information regarding complaints, conducting intakes, conflict resolution, exit interviews, assisting with investigations, and following up with management on Employment Relations issues. Essential Functions of the Job: Direct interaction with employees and management to provide superior Human Resources support and customer service. Keeps informed of any changes in State, Federal and Local employment laws and apprises appropriate staff. Works with Human Resources Director to update and ensure SYHC's policies and procedures adhere to these laws and regulations. Conducts intake meetings with employees and/or managers, collects information regarding complaints/concerns involving workplace conduct, performance issues, harassment allegations and other complaints and briefs the Human Resources Director in writing and/or verbally. Assist in investigations regarding employment relationship issues/complaints including harassment, discrimination, and retaliation, and other HR related complaints in a timely manner. May be required to write reports o findings, resolutions, and recommend actions. Follows up on Employment Relationship complaints with employees and management as directed by Human Resources Vice President or Human Resources Director. Apprises management and employees on the status of issues and concerns being addressed and recommendations or disciplinary actions as appropriate when directed by Human Resources Management. Provides guidance and assistance to employees and management regarding interpretation, compliance, and enforcement of Human Resource policies and procedures and state and federal laws. Contacts third party unemployment insurance administrator to discuss unemployment claims and provide required documents. May be required to represent the company at unemployment hearings. Participates in the facilitation of the organization's drug free policy. Conducts exit interviews, summarizes findings, and discusses trends and concerns with the Human Resources Director. Assists with processing of terminations Assists with implementation of organizational programs and initiatives. Additional Duties and Responsibilities: Performs other duties as assigned by the Director of Human Resources Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies. Job Requirements Education Required (Minimum level of education): BA/BS degree in HR, Business Administration, or other related field from an accredited College or University or equivalent experience. Certifications/Licenses Required: PHR Certification Preferred. Experience Required (Minimum level of experience): At least 3 years of HR Generalist experience with focus on Employment Relations. Verbal and Written Skills Required to Perform the Job: Must have excellent English speaking and writing skills, and the ability to write reports. Spanish speaking and writing preferred. Technical Knowledge and Skills Required to Perform the Job: Must be knowledgeable of HR theory and applications; proficient in data management. Work independently with ability to handle multiple, critical assignments concurrently if required. Must possess knowledge of employment law, and demonstrate excellent communication skills with the ability to consult with Management and Employees on every level and impart knowledge of laws and regulations governing all areas of Human Resources. Possess the ability to address complaints and concerns relevant to HR policy violations and have experience assisting in conducting investigations. Demonstrate knowledge of HRIS systems and HR Regulations to support effective and efficient HR Processes; prior experience using Dayforce HRIS or other HRIS system is preferred. Understand and ensure safekeeping of employee records in compliance with state and federal guidelines, rules of confidentiality, and HIPPA. Universal Requirements Pre-employment requirements include I-9, physical, positive background and reference check results, complete application, new hire orientation, pre-employment PPDs.