HR Business Partner

Title: Human Resources Business Partner (HRBP)

Division: Human Resources

Status: Exempt

Reports to: Director / Sr. Director, Human Resources

Revision date: November 2024

Supervises: N/A - Individual Contributor

PURPOSE

According to the prescribed policies and procedures of the organization including all applicable federal, state and local regulations and under the general supervision of the Director / Sr. Director of Human Resources, the incumbent will align HR strategies and initiatives with the overall business objectives of the assigned service line and/or departments; while also offering tactical HR support. Acting as a trusted advisor and strategic partner to people leaders, the incumbent will provide guidance and support on a wide range of HR matters.

ESSENTIAL FUNCTIONS

• Strategic HR: Collaborate with leadership in assigned areas to anticipate HR needs and develop strategies that align with the organization's goals and objectives. Provide insights and recommendations on workforce planning, talent acquisition, organizational design, and change management. Provide support to leadership by brokering with HR COEs and other Human Resources members to leverage expertise and resources.

• Employee Relations: Consult on employee relations issues, including performance management, corrective actions, and conflict resolution. Ensure compliance with employment laws and regulations while fostering a positive and inclusive work environment. Partner with COEs as necessary to support leaders with time loss, workforce planning and management issues.

• Performance Management: Develop and implement performance management processes and tools, including goal setting, performance reviews, and feedback mechanisms in alignment with organizational goals. Support leaders in providing ongoing coaching and development to their teams.

• Compensation and Benefits: Collaborate with the applicable COEs to design and implement competitive compensation and benefits programs. Provide guidance and support to leaders on salary benchmarking, salary administration, and incentive plans.

• HR Metrics and Analytics: Utilize HR metrics and analytics to drive data-driven decision-making and measure the effectiveness of HR initiatives. Provide insights and recommendations based on data analysis. Using data, consult, identify trends, anticipate gaps and opportunities, collaborate with leaders and/or COEs as applicable to develop talent solutions.

• Employee Engagement: Assist leaders to develop and implement employee engagement strategies to foster a positive work culture. Support the annual employee engagement survey, analyze results for assigned areas, and propose actions to improve engagement and retention.

• HR Policy and Compliance: Ensure HR policies and practices follow applicable laws and regulations. Develop and update HR policies and procedures, in partnership with Senior Director, Human Resources as needed. Utilize consistent and standardized processes; interpret policies and counsel regarding employee rights and responsibilities, proactively identify, manage and facilitate the fair resolution of job-related complaints and concerns. Practice and promote consistent practices/decision making to mitigate risk and encourage a professionally ethical work environment.

• Training and Development: Identify training needs, design and deliver training programs in partnership with the Learning and Development COE to enhance the capabilities and skills of employees and leaders. Provide coaching and support to leaders on performance management and leadership development.

• HR Projects: Lead or participate in various HR projects and initiatives, such as HR system implementations, organizational restructuring, and mergers and acquisitions as assigned

EXPECTATIONS

• Strong understanding of HR best practices
• Excellent communication (both verbal and written) and interpersonal skills
• The ability to influence stakeholders at all levels
• Proactive and solutions-oriented approach
• Excellent time management skills and follow-through
• Strong analytical and proactive solution-oriented approach in issue resolution.
• Ability to adapt to the needs of the organization and employees.
• Ability to prioritize tasks and to partner with COEs to broker solutions
• Working knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization's HRIS systems
• Must adhere to all policies, procedures, terms and conditions set forth in the National Church Residences' Employee Information Guide (EIG), the Code of Conduct, as well as any facility handbook, including but not limited to, corporate compliance, drug free workplace, safe work practices, all federal, state, local regulations and laws.
• With respect to Resident Rights, ensures all care is provided with respect and dignity for the residents/clients, their families and the staff. Reports all complaints made by residents/clients and/or families to the appropriate supervisors, reports all allegations of abuse, misappropriation of funds/resident property and/or any other corporate compliance, drug free workplace, safe work practices, all federal, state and local regulations and laws.
• Completes all annual education requirements timely, including but not limited to Compliance, Privacy, Security and HIPAA training and exhibits behavior as set forth by the Code of Conduct in the performance of their duties.
• Participates in special projects and performs other duties as assigned.

Education:Bachelor's degree in Human Resources, Business Administration, or related field; or equivalent work experience required.

Experience: Minimum of 5 years' experience in human resources required, demonstrating roles of increasing responsibility required. 3 years' experience in business partnering and/or employee relations required. Previous healthcare, property management or not-for-profit experience preferred but not required.

Mental: Must have excellent communication, comprehension, and interpersonal skills. Must have the ability to speak, read, write and understand English, as well as the ability to make self-understood.

Skills: Must have good working computer skills with basic professional computer software (Microsoft Office suite, Windows, etc.) and the capacity for learning new software systems quickly. Must have strong skills in relationship management, business acumen, coaching, influencing, organizational design, and organizational agility.

Travel: Up to 50%

Licensure: Driver's License Required;

Human Resources certification preferred

_______________________________________________________________________

Vision: Normal: Consistent with standard workflow.

With respect to said job description, estimate the daily time spent performing the following activities.

Rare ( R) = 0-24%; Sometimes ( S) = 25-49%; Frequent ( F) = 50-74%; Continuous ( C) = 75% plus

R = Climbing R = Stooping Lifting / Carrying; S = 10-25 lbs.

S = Standing R = Pushing S = 26-50 lbs.

F = Sitting R = Pulling R = 51-75 lbs.

S = Walking F = Driving ` R = 76 plus lbs.

Working Conditions: Office based. Due to occasional work in long term care facilities, exposure to some disagreeable conditions such as noise, odors, illness, infection and physical contact with disruptive residents.

Consequences of Errors: Low monetary responsibility.

Supervision Received: General supervision: Employee generally operates by himself/herself checking with supervisor when in doubt.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, ancestry, military status, disability, genetic information and/or any other characteristics protected by applicable law.