Human Resources Partner (Benefits)

Salary: $60,000 to $65,000

Job Overview

This is a professional and strategic job responsible for aligning organizational objectives with employees and management in designated functions or departments. The Human Resources Benefits & Retirement Partner (HRP) serves as a consultant to management on benefits and retirement related issues. The incumbent in this job will act as an employee champion, organization advocate and a change agent. The HRP assesses and anticipates Benefits & Retirement related needs in the organization or within specific business units and proactively works with the departments to develop integrated solutions. The HRP has a wide range of HR knowledge to formulate the appropriate partnerships across Benefits & Retirement and other HR functions to deliver value-added global solutions to management. The HRP has excellent data collection, reconciliation and analytical skills. The HRP maintains an effective level of business literacy about the department’s and the Benefits & Retirement unit’s objectives, financial position, its strategic plans, and its culture. This position does not have direct reports but it does serve as a mentor, coach and lead to the Benefits and Retirement Team.

 

 

 

Duties and Responsibilities

Note: The following duties are illustrative and not exhaustive. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. Depending on assigned area of responsibility, incumbents in the position may perform one or more of the activities described below. 

• Builds relationships with departments with a mutual focus of achieving the department’s business objectives.   Utilize professional consulting skills to diagnose systemic problems and make recommended solutions which are adopted in the resolution of the problem or issue.   Works with departments to proactively provide recommendations in all aspects of benefits and retirement, Total Rewards and Talent Solutions to facilitate the achievement of their business objectives.
• Identifies and collects metrics of benefits and retirement data to analyze trends and, working in partnership with other HR functions, collaborates to develop programs, procedures or solutions to improve department effectiveness.
• Acts as the subject matter expert within Benefits & Retirement functions and understands cause and effect implications of each situation into other HR areas. Works in cross-functional collaboration to provide departments with proactive and comprehensive recommendations to effectively address complex issues and use the value of the County’s Benefits & Retirement to address subjects such as, but not limited to, low occupancy rates (high turn-over/absenteeism), lack of employee engagement, an overall communication strategy, organizational continuity planning and targeted benefits and retirement education. 
• Monitors the operations of the Benefits & Retirement unit through quality assurance/control measures and effectiveness of outcomes. Mentors, coach, counsel, develops, and provides guidance to team members within the unit. Meets as a Partner group to monitor the achievement of department goals, identify gaps and implement solutions.
• Works closely with management and employees to strategically assess situations using projection techniques and proactively assembles project teams to find the most effective and expedient way to improve work relationships, build morale, and increase productivity and retention.
• Obtains supporting documentation and develops key analytical research to heighten the levels of persuasion in accomplishing goals in collaboration with Department partners.
• Serves as a change agent when critical reorganizations or process changes occur to ensure a smooth transition.
• Develop, prepare and conduct visual and oral educational sessions for internal and external departments on Benefits and Retirement.
• Effectively communicate to employees and leaders at all levels to convey critical messages that will enhance relationships and resolve confusion and/or conflicts.
• Other duties as assigned.

Job Specifications

• Critical Thinking:  Beyond stating the obvious. Ability to analyze and engage in reflective evaluation of a facts; Understand logical connections between ideas, functions and situations; Translating facts into breakthrough strategies that show a clear connections between long-term objectives and action.
• Managing Complexity:  Business methodology that deals with the analysis of the intricate behavior, culture and politics pertaining to all business processes. Making sense