Human Resources Business Partner

Description

The Human Resources Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. The position fosters partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP conducts all employee life cycle related activities working individually or as part of the HR or business line teams assigned in support of employment practices. 

Hiring Range:  $65,000 - $80,000 annually, based on qualifications and specific Human Resources Business Partner experience. 

Benefits: Complete Benefits Guide Highlights of our incredible benefits package:

• Comprehensive health, dental and vision benefits
• Generous vacation, sick time, and holiday pay, plus paid birthday off and refreshment day
• Tuition reimbursement and child adoption benefits 
• Employer paid term life insurance, long-term disability, AD&D
• Health savings account with generous employer contribution 
• Flexible spending account
• Paid parental and bereavement leave
• 401(k) with 5% company match, plus opportunity for annual tenure-based incentive contribution
• Complimentary RTD EcoPass

RESPONSIBILITIES  

Business Partnering 

Conducts regular meetings with respective business units to understand and to support their human capital needs. Consults with line management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Provides guidance and input on business unit restructures, workforce planning, and succession planning. Works closely with management and employees to promote a positive and inclusive workplace and to improve work relationships, build morale, and increase engagement, productivity, and retention. Act as a key partner to HR leadership in the development and implementation of workforce retention and engagement strategies and initiatives. 

Employee Relations 

Serves as a trusted advisor and mediator to employees and managers on employee relations matters. Address employee concerns and grievances in a timely and effective manner. Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).  

Talent Acquisition and Onboarding 

Assist with talent acquisition including recruitment efforts and fulfilling hiring processes to ensure staffing needs are being fully met (i.e., order and review/approve background checks, conducting and/or ordering drug and other pre-employment screenings, ordering, and reviewing motor vehicle record (MVR) reports, conducting reference checks, assisting with screening and interviewing candidates). Perform hiring procedures and new hire checklist to complete pre-screen/hiring functions.  Assist new hire candidates to ensure completion of required onboarding documentation prior to start date. Schedule and conduct new hire orientations and related new hire experience events such as Meet the Mission.  Assists with developing effective onboarding programs to ensure a smooth transition for new hires. 

Compensation and Classification 

Performs job classification and makes recommendations on compensation. Analyze trends in compensation and benefits to ensure the organization attracts and retains top talent. Identifies opportunities to incentivize and reward talent. 

Performance Management 

Develop and implement performance management processes to drive high performance and accountability across the organization. Provide guidance and support to managers on performance evaluations, goal setting, and performance improvement plans. 

Training and Development 

Assists with developing and implementing training and development programs to enhance employee skills and capabilities. Identify training needs and opportunities for employee growth and career development. Foster a culture of continuous learning and development. 

Compliance and Policy Management 

Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Ensure compliance with all applicable employment laws and regulations. Develop and implement HR policies and procedures to mitigate risks and maintain a safe and healthy work environment. Provides HR policy guidance and interpretation. Keeps abreast of changes in employment law