OHVA PXP (HRBP - Part-Time)

Job Description

Over 20 years ago, Stride was founded to provide personalized learning — powered by technology. We reached students where they were in their own journeys. We knocked down their barriers to great education. And we gave every learner equal opportunity to succeed — however they defined success. Stride innovated the learning experience with online and blended learning that prepared them for their lives ahead.

Stride is a community of passionate leaders.  Whether teachers, engineers, curriculum writers, or financial managers — whatever your expertise or role, we all work to empower futures through learning. And changing the trajectory of learning itself is one of our greatest missions.  Join us in developing more effective ways to learn and helping learners build the skills and confidence they need to make their way forward in life.

Stride is looking for an accomplished thought leader to drive highly creative organic marketing campaigns to drive awareness. This role is at the forefront of media trends, is customer-obsessed, and has a track record for driving business results.  This leader will own the ideation, planning, and execution of social media and content strategies to drive engagement, acquisition and retention.

The Human Resources (HR) Business Partner, Level 2, Part-Time role, supports assigned client groups by acting as a business partner demonstrating expertise in interpreting and administering policies and procedures covering multiple functional areas such as employee relations, performance management, terminations, new hire orientations, etc.  The position assists with the communication, and implementation of organizational policies, ensuring that they comply with local, state, and federal labor laws. The position leads and/or supports special projects impacting the larger organization, and drives continuous process improvements.

Essential Functions:   Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.

• Partners with employees and management in the assigned client groups to provide guidance and counsel that drives performance improvement;
• Acts as a resource for a wide range of employee issues, responding directly when possible, and redirecting or escalating as necessary; Manages and resolves employee relations issues by conducting effective, thorough and objective investigations;
• Advocates for and counsels employees and management; Coaches clients on productive, professional communication – written and oral – that effectively and proactively addresses employee relations issues broadly defined; Consults on action plans and follows through;
• Supports and coaches client managers and leaders to ensure all aspects of the employee life cycle are met, e.g. conflict resolution, coaching and performance management, strategic hiring, reorganizations, work redesign, team building, talent reviews and succession planning, problem solving, and meeting facilitation;
• Provides guidance and support and ensures timely and accurate completion of formal performance management and merit increase processes;
• Maintains knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the Legal department as needed.
• Ensures all HR administration activities are carried out accurately and effectively, e.g. coordinates the termination process, conducts exit interviews, analyzes data and makes recommendations to the management team for corrective action and continuous improvement; processes unemployment claims on a timely basis, represents the company for any unemployment claims.;
• Facilitates and/or provides training (including orientation) to the workforce;
• Partners with other HR staff in ensuring effective internal communications, application and compliance of policies/practices, operations business support, and overall HR process improvements;
• Leads and/or supports special projects that support the business and help drive process improvements and establish best practices;
• Maintains sensitive documentation for employees and applicants in conjunction with other HR staff;
• Ensures compliance with State and Federal laws and regulations; Reviews and keeps informed about recent and changing employment related laws, guidelines and trends and recommends changes in policy/procedures; Ensures compliance with labor law postings, compliance logs, etc. including at remote office locations and for virtual workforce.
• Partners with other HR staff members to cross train as necessary and build a cohesive team;
• Participates in regular meetings with respective customers/clients.

Supervisory Responsibilities: This position has no supervisory