What are the responsibilities and job description for the HR Business Partner position at Verst?
Position Summary:
The HR Business Partner serves as a strategic partner to business leaders and employees, providing guidance and support across key human resources functions including talent acquisition, employee relations, performance management, training and development, workforce planning, compliance, and organizational effectiveness. This role works closely with leadership to understand business needs, align HR initiatives with organizational goals, and foster a positive, compliant, and high-performing workplace culture.
Duties and Responsibilities:
Essential Functions:
1. Serve as a strategic HR partner to business leaders by providing guidance on workforce planning, employee relations, performance management, succession planning, and organizational effectiveness.
2. Provide coaching and counsel to leaders and employees on HR policies, procedures, employee relations matters, corrective action, conflict resolution, and workplace expectations.
3. Support talent acquisition and workforce planning efforts by partnering with leaders to identify staffing needs, review job descriptions, support recruiting strategies, and ensure alignment with business objectives.
4. Lead and support employee relations activities, including investigations, disciplinary actions, documentation, performance concerns, and recommendations for fair and consistent resolution.
5. Assess training and development needs across assigned business areas and coordinate or deliver training programs that support leadership development, compliance, employee performance, and career growth.
6. Ensure compliance with federal, state, and local employment laws, company policies, and HR procedures; maintain appropriate documentation and reporting.
7. Support new operation start-ups, organizational changes, and special projects by providing HR guidance, communication support, and on-site or remote HR presence as needed.
8. Analyze HR metrics and trends related to turnover, staffing, training, employee relations, and compliance to identify opportunities for improvement and support business decisions.
9. Maintain accurate HR records and documentation while ensuring confidentiality, consistency, and compliance with company standards and legal requirements.
10. Collaborate with HR leadership and other HR team members to implement HR programs, process improvements, employee engagement initiatives, and company-wide projects.
11. Serve as a backup resource for HR leadership and HR team members as needed, including support during peak periods, special initiatives, or business continuity needs.
Marginal Functions:
1. Attend, participate and/or lead meetings (Internal and External).
2. Remain current with trends within the company and areas in which we operate on important topics.
Job Specifications:
1. High School diploma or GED required; Prefer bachelor’s degree in human resources/business administration.
2. Prefer HRCI/SHRM certification.
3. Minimum of 3-5 years prior experience in human resources with emphasis on employee relations experience.
4. Intermediate/advanced computer skills using Microsoft Office products including Excel, Word and Outlook.
5. Previous experience with UKG (UltiPro/Kronos) a plus.
6. A high degree of accuracy is required, and critical to success in the role; attention to detail and ability to maintain absolute confidentiality in all aspects of human resources work.
7. Exceptional interpersonal and communication skills, written and verbal.
8. Positive attitude and pleasant, professional demeanor.
9. Attributes of confidence, curiosity, and drive to assist others in their path to success.
10. High level of comfort and capability to prioritize, organize and handle multiple tasks in a fast-paced office environment.
11. Willingness to work a flexible schedule and travel to off-site locations as required; Travel is primarily local in nature but may require some overnight travel.
The duties and responsibilities listed above are representative of the duties of the position, and do not include all the tasks that the incumbent may be required to perform. The incumbent must be able to perform all of the essential functions of this job, either with or without reasonable accommodation.