Human Resources Business Partner

Job Location

Lifsey Building - HR

Job Summary:

The Human Resources Business Partner (HRBP) provides tactical Human Resources (HR) support for managers in the field. The HRBP will work with managers within their region and support their teams. The HRBP works with managers to address appropriate courses of actions with all issues related to Human Resources. The person in this role will need to be a proactive communicator and change agent who can balance employee needs with business objectives, build relationships, and create integrated solutions.

The Human Resources Business Partner (HRBP) will promote a positive work environment that celebrates our vision, mission and core values in every action and interaction with team members, donors, customers, management and persons served.

Job Description

• Assists managers in assessing Human Resource (HR) needs and the resources necessary for employee relations, recruiting, retention and engagement of staff. Links recruitment and retention initiatives to business objectives by advising the Vice President of HR on program design and execution to support current and future business needs.
• Responsible for collaborating with managers in developing a staffing and recruiting plan for location hiring needs, partners with the Recruiter to identify sources of talent and driving processes that result in efficient and effective hiring of talent.
• Develops and monitors key success metrics (quantitative and qualitative) for all HR activities.  Reports regularly on employee relations, recruiting status and proposes mitigation actions to address departments’ concerns related to recruitment and retention.
• Assists with the development and implementation of HR policies, procedures and tools ensuring the standardization of policies and procedures within the HR Department and across the company.
• Provides daily support to managers in proactively creating high performing teams in an inclusive environment resulting in high engagement and low turnover.
• Identifies training needs, formulates recommendations, and develops effective training and training materials with support from Subject Matter Experts (SMEs).
• Develops and facilitates management training related to best practices in attracting, assessing, hiring and retaining talent.
• Reviews the onboarding program and other HR training for continuous improvements.
• Provides support to managers in resolving employee complaints and achieving appropriate resolution to workplace problems by leading investigations of employee complaints, timely and thoroughly from incident report through final disposition. Ensures proper documentation is maintained.  Escalates issues appropriately to department leadership.
• Provides coaching and strategic guidance on performance management, corrective actions, employee complaints, and the termination approval process. Oversees and ensures consistency in documentation, case file management, and follow through on assigned matters, while maintaining adherence to established timelines.
• Supports departmental leadership in preparing position statements related to EEOC/THRC charges, and represent the company at hearings and proceedings, including mediations, as needed.
• Consults with managers on the Workers’ Compensation process, serving as liaison with the Benefits Manager and HR Specialist, and providing guidance regarding issues such as drug testing, work restrictions, light duty and return to work.
• Remains knowledgeable of and ensures compliance with all company policies and procedures as well as legal requirements at all times.
• Maintains a clean and safe work environment.
• Maintains regular, reliable attendance, as defined in Goodwill’s attendance policy.
• Must be willing and able to travel for work-related purposes.
• This position follows a hybrid schedule. Must be able to work onsite at the corporate office in a cubicle environment as needed.
• Must have a flexible schedule. Occasional evenings and weekends may be required to support special events or organizational needs.
• Other duties as assigned by management.  

Required Skills

Education

• Bachelor’s degree in organizational development, industrial psychology, human resources, business or other related area is required.

Experience

• Minimum of three (3) years of HR Generalist experience with exposure to a variety of human resources functions is required
• Project management, organizational and analytical skills in order to manage multiple processes and initiatives simultaneously is required.
• Strong facilitation and program delivery skills are required to support leadership and talent initiatives
• Prior team leader or supervisory experience is a plus.
• Experience working in a matrixed environment a plus.
• Multilingual candidates are strongly preferred, especially those who can communicate effectively with diverse populations.

 

Knowledge and Skills

• Collaborative with a proven ability to build rapport at all levels of the organization and leverage networks.
• Ability to drive continuous improvement of recruitment and retention practices, systems, processes and tools.
• Superior oral and written skills, including the ability to influence others.
• Strong presentation skills, including the ability to effectively represent the company to others.
• Strong employee relations and investigation skills.
• Able to resolve issues successfully when handling situations that are not clearly defined and require sound judgment and decision-making.
• Able to work in a high volume, fast-paced environment.
• Ability to effectively problem-solve.
• Able to work independently with minimal supervision.
• Able to establish and maintain strong customer relationships.
• Superior organizational skills as well as ability to prioritize, be thorough and meet deadlines.
• Strong analytical, project management and change management skills.
• Knowledgeable regarding federal, local and state employment laws.
• Able to understand, communicate, comply with and administer policies and procedures.
• Proficient with Outlook, Word, Excel, Power Point and other computer skills.
• Experience with HRIS systems, including report writing preferred.
• A strong background working with individuals with disabilities is highly desirable. Familiarity with disability-related accommodations, compliance, and inclusive practices is a plus.