Human Resources Business Partner

Requirements

• Bachelor's degree in HR or business
• Master's degree in HR or business preferred
• SHRM/HRCI certificate preferred
• A minimum of 3 years in HR/Employee Relations or 5 years of relevant generalist experience
• Ability to deal with difficult subjects and have hard conversations
• Working knowledge of employment law at the federal level, with the ability to interpret updates and changes at the federal, state, and local levels

Qualifications

• Partners with and collaborates with operations to ensure strong communication with staff, facilitating manager/employee relationships, and ensuring that appropriate resolutions are being recommended regarding corrective actions, investigations, and HR policies
• Provides consultative advice and education for reducing the risk of legal pitfalls, while promoting a positive work environment
• Serve as a trusted advisor to operational leadership and employees through coaching, advising, and empowering them to work through even their most challenging people issues
• Facilitate the timely resolution of employee relations issues to include investigations, research, communication with all parties involved, summary and next steps
• Conduct and coordinate internal investigations into allegations such as harassment, discrimination, retaliation, etc. to facilitate prompt, fair, and effective resolution of issues
• Develop tools, resources, and solutions to improve employee experience and mitigate legal risk
• Maintain confidential employee relations electronic files and document and track via the HR Case Tracker
• Promote knowledge, understanding and compliance with company HR policies through coaching, presentations, and training
• Analyze HR trends and partner with internal stakeholders to improve our processes and develop proactive strategies, programs, and policies
• Partner with and implement retention strategies based on local, divisional, and Enterprise-wide initiatives
• Provide consultation and support to management through performance management, including performance improvement, corrective action, and termination processes
• Respond to EEOC and other third-party charges, applying a working knowledge of basic principles of EEO and other employment laws
• Prepare position statement in collaboration with People Operations Manager and legal department
• Address education and training opportunities regarding ER issues with management and staff when appropriate and applicable
• Manage the accommodation process by partnering with leadership to address employee requests, in accordance with applicable policies and laws
• Participate in the establishment of new and/or refinement of existing HR policies and practices
• Work with other members of HR team to support Operations when necessary
• Collaborate with the Labor Relations department with regards to grievances and mediation etc.