Human Resources Business Partner

***NOTE: This is a global remote position; CRS will only consider candidates who are based in countries where we have
existing offices. CRS does not sponsor visas for telecommuting employees.***

About CRS

Catholic Relief Services is the official international humanitarian agency of the Catholic community in the United States. CRS works to save, protect, and transform lives in need in more than 100 countries, without regard to race, religion or nationality. CRS’ relief and development work is accomplished through programs of emergency response, HIV, health, agriculture, education, microfinance and peacebuilding.

Background

As a global organization, that has grown significantly in size over the past decade, CRS is now comprised of approximately 8,000 people from over 100 countries who collaborate to catalyze transformational change. Four Strategic Approaches that will enable the agency to achieve the Vision 2030 Strategy have been identified. One key Strategic Approach is to build a more agile, innovative, and impactful organization. 

Job Summary

The HR Business Partner (HRBP) provides expert Global People Resources (GPR) support and acts as a first point of contact for employees and managers of assigned business units, helping staff navigate GPR initiatives, policies, and procedures, as well as provide counsel around performance and employee relations issues.  The HRBP also ensures smooth and accurate processing of employee-related transactions throughout the employee lifecycle, specifically those hired through a PEO to support CRS. In this role you will focus on building relationships and partnering with employees and management to meet agency objectives and serve the mission.  You will assess and anticipate GPR-related needs by identifying gaps, diagnosing root causes and proposing means to develop integrated solutions.  You will work closely with the GPR department and business partners to coordinate internal projects.   

Roles and Key Responsibilities

Employee Relations

• Primary contact to support Managers and the Employees of staff hired through the PEO
• Provide counsel and supporting all facets of employee relations to ensure effective staff management to include disciplinary action, conflict resolution, performance issues, dismissals, position eliminations, and for-cause dismissals
• Review and edit disciplinary and corrective action letters as well as performance improvement plans, offering assistance and guidance to management 
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reduce legal risks and ensure regulatory compliance. Partner with office of general counsel/legal department as needed/required
• Provide general Organizational Development support to managers, proactively highlight areas or issues that would seem strange or problematic to an outside observer (e.g., a supervisor with 12 direct reports)

Project Coordination

• Serve as an internal Project Coordinator for Multi-departmental initiatives

Policy Interpretation and Enforcement 

• Provide GPR policy guidance and interpretation to employees and management
• Work collaboratively with management to ensure consistent application of policy, practices, and initiatives to provide HR solutions that positively impact the agency
• Monitor and update relevant employee relations’ policies and employment practices, ensuring compliance with all federal and state regulations and laws
• Monitor and address questions related to employment categories (i.e., regular employee, temporary employee, consultant, etc.) 

Employee Onboarding

• Work with other parts of GPR (Talent Acquisition, Employee Engagement) and other divisions (i.e., IT/Global Knowledge Information Management (GKIM)) to ensure efficient and smooth onboarding logistics

Offboarding/Terminations

• Manage employee terminations and lead the process of employee involuntary terminations by working closely with managers to determine appropriate mechanisms and communication and ensuring terminations follow CRS policy as well as external legal regulations (e.g., notification periods, etc.)
• Schedule and conduct ex