HR Business Partner

Responsibilities

• Aligns business objectives with associates and management for communities within an assigned region.
• Serves as a consultant to management on human resource-related issues.
• Affirms the role as a culture driver, associate champion, and change agent.
• Affirms the role in assessing and anticipating HR-related needs.
• Communicates needs proactively with our Centers of Expertise (COE) and Operational Leadership to develop integrated solutions.
• Develops and implements human resources policies to meet organizational needs and comply with state and federal laws.
• Works with operational leadership to develop strategic initiatives to achieve company goals.
• Provides HR policy guidance and interpretation as it relates to hiring, compensation, performance management, benefits, and other associate related matters.
• Manages and resolves complex associate relations issues.
• Conducts effective, thorough, and objective investigations.
• Maintains oversight of associate counseling, corrective action, and performance improvement plans; oversees involuntary termination procedures; and approves associate separation notices and related documentation.
• May conduct exit interviews, as needed, to determine reasons behind separations.
• Advises leadership regarding hiring decisions, equal employment opportunity, compensation, benefits, and health/safety issues.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of associates, reducing legal risks and ensuring regulatory compliance.
• Partners with the legal department as needed/required.
• Conducts wage analysis to review local market data and partner with the Compensation COE on adjustments and make recommendations based on knowledge of business needs.
• Analyzes trends and HR metrics to develop solutions and programs.
• Works with operational leadership to develop and implement people and talent strategies.
• Promotes positive associate relations throughout the division by partnering with operations leaders to conduct associate surveys, climate studies, and skip-level meetings.
• Responds to union organizing, ensuring managers are trained on awareness and appropriate follow-up steps.
• Partners with Associate Relations, legal, and operational leadership to minimize risk.
• Partners with the Legal department and represents the organization in legal proceedings, as needed.

Qualifications

• Bachelor's Degree in Human Resources, Business Administration, or other related field required.
• Minimum five years’ experience as a Human Resources Generalist; or equivalent combination of education and experience.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential is preferred.
• Uses strong analytic skills and an in-depth understanding of the organization and the business in order to handle arising problems and issues.
• Advanced working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, associate relations, diversity, performance management, and federal and state respective employment laws.