Culture & People Business Partner

Purpose

Are you a consultative and collaborative HR professional who builds trusted relationships across an organization? Are you highly detail oriented and genuinely passionate about creating a positive, consistent team member experience?

 

ARAG is hiring a Culture & People Business Partner to support Employee Relations, Performance Management, and Learning & Development initiatives. This role helps translate real team member needs into meaningful development programs while partnering closely with leaders to strengthen ARAG’s culture and team member experience.

Essential Duties and Responsibilities

Performance Management & Employee Relations

• Takes ownership of the performance management process, ensuring fairness and consistency across the organization.
• Responsible for managing the completion of performance reviews, monitoring review progress, coordinating follow-up actions on outstanding evaluations, and maintaining consistent oversight of system operations.
• Serves as first point of contact for employee relations questions, concerns, workplace issues while providing timely, empathetic and consistent support. Conducts initial fact-finding for employment matters and maintains organized, confidential files.
• Advocates and champions others to resolve conflicts. Brings forth concerns, collaborates, and keeps Senior Manager, Culture & People updated on performance issues being addressed for specific departments and the status of those situations.
• Provides guidance and recommendations to managers to optimize their team members’ performance, reviewing performance evaluations and verbiage, supporting their coaching, counseling and disciplinary efforts as needed while also establishing a positive employer-employee relationship and promoting a high level of team member morale and motivation.
• Appropriately tracks and maintains records of team member issues, concerns, and documentation.
• Conducts workplace investigations when complaints or concerns are brought forth.
• Reviews and guides management recommendations for employment terminations.
• Leads voluntary and involuntary termination meetings and exit interview processes.
• Prepares corrective action, disciplinary and separation documentation.
• Monitors employee relations themes and partners with Culture & People leadership to address root causes through education, communication or process refinement.
• Ensures consistent, fair application of policies and procedures in alignment with organizational values.

Learning & Development 

• Owns administrative and operational components of ARAG’s learning & development programs.
• Provides recommendations on development opportunities for team members and leaders.
• Advocates personal, professional and leadership development at ARAG.
• Manages the Learning Management System (LMS) strategy and e-learning content to support the organizational learning and development needs.
• Maintains and updates the organization’s learning calendar (leadership programs, compliance training, skills development, etc.).
• Sources, evaluates and recommends external learning content, microlearning and vendor-provided training.
• Serves as first point of contact for team members looking to grow in their roles, at ARAG or beyond.
• Provides hands-on execution of learning & development processes including supporting development planning, coordinating logistics, creating and updating materials.
• Consults with leaders and team members to analyze and understand development needs.
• Manages vendor relationships, conducts outsourcing assessments, evaluates prospective vendors, and addresses vendor-related issues as required.
• Collaborates with Communications Manager to coordinate increased engagement and culture alignment with training initiatives.
• Collects feedback, analyzes learning effectiveness and provides insights for continuous improvement.
• Manages and/or contributes to projects related to development initiatives.

Legal/Compliance

• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices.
• Works closely with Culture & People leadership on the implementation and administration of policies and processes including making recommendations for modifications and updates.
• Maintains HRIS data integrity related to training, development and employee relations documentations.

• Keeps current with industry trends, best practices, regulatory developments, and employment law. Provides informed recommendations regarding necessary changes or updates.
• Maintains positive environment by actively suppo