Human Resource Business Partner

Mentor Community Services, a part of the Sevita family, provides community-based services for individuals with intellectual and developmental disabilities. Here we believe every person has the right to live well, and everyone deserves to have a fulfilling career. You’ll join a mission-driven team and create relationships that motivate us all every day. Join us today, and experience a career well lived.


Human Resource Business Partner
Pay Range $80k
Based out of Eastern United States Preferred


OUR MISSION AND PERFORMANCE EXPECTATIONS
The MENTOR Network is a mission-based organization dedicated to providing high quality services to those we serve. Therefore, to deliver on our mission, The Network expects every employee to perform his or her job first and foremost in accordance with the Company’s mission.
SUMMARY
The primary role of the HR Operations Manager is supporting field operations on all HR operational projects and implementations for an operating group or region of an operating group, so that resources are allocated appropriately, records are consistently maintained, a consistent approach is applied, and operating managers have a single source of contact for questions and information. Coordinates and processes mass pay changes, annual bonus payouts and annual performance reviews. Ensures data integrity within the HCM system and Learning Management/Credentialing system. May be assigned as the key HR contact on acquisition diligence and integration. Manages responses to audits and coordinates delivery of information, both for state agency or internal audits. Plans, executes, and finalizes projects according to deadlines and within budget. Acquires necessary resources and coordinates the efforts of team members in order to deliver projects or implementations according to plan, with quality control oversight throughout.

ESSENTIAL JOB FUNCTIONS
To perform this job successfully, an individual must be able to satisfactorily perform each essential function listed below:
• Serves as liaison and partners with Operations Management on HR project, implementation on an ongoing basis.
• Coordinates with local operations management and finance as necessary to process mass pay changes, annual bonus payouts and annual performance reviews.
• Generates audits or system reviews to identify and correct data inaccuracies within the HCM system and Learning Management /Credentialing system to promote data integrity.
• May be assigned as the key HR contact on acquisition diligence and integration.
• Oversees the development and implementation of project plans and manages and controls project scope. Manages overall project communication and resolves issues or roadblocks to success.
• Serves as primary point of accountability for assigned state agency or internal audits. Provides reports or requested documentation, either producing individually, or seeking out and engaging the best resources to enable compliance with the request.
• Plans and coordinates activities, services and programs among departments and personnel across the operating group, which may include rollout of new initiatives such as corporate mandates, compensation program changes, training, performance management, or policy and procedure changes.
• Utilizes reports and metrics to develop recommendations for HR Director regarding systems or processes.
• With the assistance of the Business Manager/Director quantifies the financial impact of approved initiatives as required and monitor progress towards targets.
• Identifies potential areas of opportunity with respect to employee engagement/retention, compliance, HR quality improvement and cost reduction.
• Develops training and teaching materials based on project or implementation requirements.
• Performs other duties and actions as required.

SUPERVISORY RESPONSIBILITIES
• May supervise HR Operations Specialists in larger operating groups depending on the number of employees.
• Responsible for hiring, coaching, performance management, and decisions impacting staff
• Matrix responsibility across the operating group for initiatives
Minimum Knowledge and Skills required by the Job
The requirements listed below are representative of the knowledge, skill, and/or abilities required to perform the job:

Education and Experience:
• Bachelor’s Degree in human resources required.
• 5 years related Human Resources, Audit, or Program /Project Management experience preferred.
At least one year in a management/supervisory role is preferred. Ability to mentor and motivate direct reports.
Certificates, Licenses, and Registrations:
• None required
Other Skills and Abilities:

• Strong presentation and communication skills
Demonstrated organization skills and ability to meet deadli