Human Resources Business Partner

Job Purpose/Summary

The Human Resources Business Partner (HRBP) provides overall support and HR services including streamlining HR functions, business strategy, hiring, employee relations issues, reporting metrics of attrition, enhancing workforce retention, predicting staffing needs, managing termination processes. Performs HR related duties for all levels of employees while supporting more than one functional group.  Will carry out responsibilities in the following functional areas: talent acquisition; all staff training; leave, benefits, policy interpretation and application, performance and compensation management; talent management consultation, and audits. May carry out additional responsibilities to include working with HR vendors, systems, and their platforms and software as it relates to the HR department and overall organization.

Duties and Responsibilities

Employee Relations: 

• Provide strategic business and thought partnership to people leaders and coach them through various employee relations/people-related issues, decision making, and execution.
• Provide guidance on employee behavior, misconduct, and workplace conflict resolution.
• Assist manager/leaders with coaching to discipline processes.
• Conduct investigations in response to employee issues and concerns.
• Abides by company-enforced HR processes and current employment laws and regulations.
• Advocate for employees, provide support, address concerns and focus on overall employee well-being.

Performance Management: 

• Provide subject matter expertise in performance management, coaching, compensation changes and career development and pathing.
• Oversees annual performance evaluation program by prompting staff on timelines related to the process and sending out materials needed to complete the process.
• Proactively assess team, manager, and organizational development needs, and partner with leadership to develop succession plans.
• Mentor managers on employee development best practices.
• Conducts annual training on annual performance reviews and the system they are housed in.
• Manages refinement of questions on the annual performance reviews, eventually tailoring each job position.
• Works with departments and affiliates on appropriate questions for the annual performance reviews.
• Supports annual performance management process; manages promotion timelines; creation of compensation emails and notification timelines, etc.
• Assists affiliate and state will all performance-related questions, job- related extensions, and documentation.
• Maintains performance management system.

Talent Acquisition and Hiring:

• Supports and provides talent acquisition for various affiliates.
  • Sources and prescreens candidate applications and resumes for required skills, experience and knowledge to fit position requirements.
  • Makes recommendations to hiring managers and ensure efficient turn-around activity. 
  • Participates in recruitment campaigns, job fairs.
  • Presents offers and stays up to date with wage and salary trends.
• Facilitates new employee orientation and the onboarding process for new hires.
• Maintains all onboarding documentation to include the creation of new hire personnel folders.
  • Maintains hard copy employee files including file destruction when appropriate. 
  • Audits quarterly to ensure that proper documentation is in each employee personnel folder.
    • Manages accurate I-9 forms and record keeping.

Systems: 

• Manages all HR related systems as the main point of contact, included but not limited to: ADP, Employee Navigator, Retirement Plan Platform, Health Benefits Portals, and all other HR related systems.
• Assists with keeping the HR department’s filing system in Box and SharePoint organized and creates new files as needed. 

Benefits: 

• Partners with the Finance Department to oversee 403b retirement plans and structure.
• Assist employees with all benefit elections during hiring and open enrollment.
• Assist with mid-year and end-of-year benefit audits.

Vendors:

• Manages all departmental vendors with consistent communication. Ensures they have updated information about CIS of Nevada and complies with requests.
• Organizes vendors to attend CIS staff events.
• Organizes educational meetings and training between vendors and staff.

Qualifications and Competencies

• HR full life cycle experience preferred.
• HR Business Partner or Lead HR Generalist experience preferred.
• Bachelor’s Degree in related field and/or a combination of relevant experience preferred.
• Effective communication skills, interpersonal and relationship building skills.
• Ability to design clear processes, strong attention to detail, problem solving, and accuracy.
• Ability to see all sides of an issue, remain objective, and move to resolution.
• Proficient knowledge of Microsoft Office and Microsoft 365 and the ability to learn other basic computer programs.
• Working knowledge of ADP, Employee Navigator, Trakstar, and/or other HRIS and performance management platforms.
• Ability to follow both written and verbal instructions.
• Strong organizational, prioritization, and time management skills.
• Support CIS’s mission, organization structure/strategic goals.

Work Environment & Physical Demands

• Work environment is indoors and climate controlled. Maybe exposed to outdoor weather conditions.
• Moderate noise levels as found in a business office and classroom setting.
• Use of own automobile.
• Must be able to pass a criminal background check, possible fingerprinting, and drug screen.