Human Resources Business Partner

Please note: This is a 3-month contractor role.

PURPOSE OF THE ROLE:

The Human Resources Business Partner (HRBP) consults and collaborates with CommunityAid’s management team members in achieving our shared mission, vision, strategic goals and outcomes. The successful HR Business Partner demonstrates our core behaviors in all aspects of the role, and is vital in partnering with operations to understand their people needs, coach management, and find business solutions. This includes attracting, selecting, retaining, and developing talent, cultivating company culture, coaching people managers through employee relations issues, and conducting workplace investigations. Those in this role are the first HR point of contact for store teams and can support two or more stores.

KEY AREAS OF RESPONSIBILITY:

Guided by our core behaviors, the successful HR Business Partner is a Champion of our values-driven culture who is focused on providing an excellent employee experience and partnering with our management teams as follows:

Partnering with People Managers:

1. Coach
   • … on how to navigate employee relations issues to appropriate outcomes.
   • … on appropriate early interventions, documentation, and corrective action in alignment with our core behaviors and following established workflow and procedures. Monitor progress and follow-through.
2. Consult
   • … on talent attraction, selection, and retention of employees, as well as participating dependent on the role(s) needing to be filled.
   • … on offers for new hires, promotions, and transfers to ensure alignment with compensation philosophy and strategy
3. Collaborate
   • …  in the development and performance of employees through performance management, quarterly/annual review process, and succession planning to create bench strength.
   • … by leading and/or assisting with investigations in response to complaints, grievances, and/or allegations of misconduct by following established investigation procedures.
   • … in the hiring process; monitor and review post-offer background check and drug screening outcomes in a timely fashion, escalating with recommendations, as appropriate
   • … by utilizing employee sensing data to coach people managers on key drivers of employee engagement and related action planning.

Serving Employees:

1. Care
   • … by utilizing resources to help employees experiencing needs beyond CommunityAid or the HR team’s scope (and coach their managers on how to do the same).
   • … by ensuring potential leave of absence/accommodation situations are properly handled in partnership with the HR Benefits and Process Specialist.
   • … by being present for Daily Huddles and engaging with management and employees when visiting a location.
2. Comply
   • … by maintaining knowledge of legal requirements related to day-to-day management of employees to ensure their safety and reduce legal risks. Escalate matters as needed/required.
   • … on offers for new hires, promotions, and transfers to ensure alignment with compensation philosophy and strategy
   • … by properly maintaining employee records in accordance with company and government guidelines.
   • … by adhering to confidentiality and protection of an employee’s sensitive/private information.

Additional Duties and Responsibilities:

• Participate in and/or lead HR projects aligned with key business initiatives and goals.
• Work collaboratively with other members of the HR team to improve processes and proactively share opportunities and potential solutions for continuous improvement.
• Performs other related duties as assigned.                               

CORE C