The Human Resources Business Partner (HRBP) is responsible for originating and leading Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
The HRBP will support the Department in the areas of Employee Relations, Recruitment, HRIS, Benefits and Salary administration. Provides a broad range of HR support services to client units and their respective staff. Partners with management on full life-cycle employment, policy and procedure administration and employee and managerial updates.
Specific employee relations services will include, but are not limited to, provide counseling and consultative support to management and employees on a variety of employee relations issues including the corrective action process, compliance sanctions, organizational policies and procedures. Incumbent should have a general knowledge of organizational practices and policies and specific knowledge of the legislation and administrative mandates necessary to carry the policies and practices through.
This is a complex position, as it requires incumbent to have knowledge of and administer multiple benefit, compensation, and employee relations policies specific to each affiliate organization supported. Must demonstrate excellent customer service skills combined with technical knowledge of responsible areas to effectively meet the needs of internal and external customers. Handles multiple tasks concurrently while using good judgment prioritizing, balancing and organizing workload.
1.1. Interprets policies to employees and/or supervisors to assist management in formulating responses.
1.2. Ensures managers are aware of affirmative action goals and efforts to increase representation among minority populations.
1.3. Facilitates employee communication efforts and provides appropriate feedback to management regarding responses, questions or concerns.
1.4. Handles investigations and resolution of employee issues, concerns and conflicts.
1.5. Partners with the Institute for Excellence COE or Diversity & Inclusion to provide any necessary training, coaching or development.
1.4. Provides advice, assistance and follow-up on company policies, procedures and documentation.
1.5. Facilitates new employee orientation as needed.
1.6. Partners with managers on employee terminations.
1.7. May provide guidance to exiting employees regarding their separation of employment.
1.8. Advises on benefits, salary and work environment.
1.9. May assist in the onboarding and integration of new organizations or practices.
1.10. Ensures employment practices comply with federal, state and local regulations.
2.1. Partners with Talent Acquisition COE on the sourcing, interviewing, recruiting and onboarding of non-exempt and exempt positions.
2.2. Assists in making offer/salary recommendations in collaboration with the Compensation COE.
2.3. Maintains knowledge of current laws and best practices regarding Human Resource management and employment law.
2.4. Collaborates with Talent Acquisition COE on recruitment strategies and tools (i.e., internet job boards, social media, digital/print ads, etc.)
2.5. Follows-up and provides assistance to managers on job requisitions in Infor and the Applicant Tracking System.
2.6. May assist in Vacancy Review.
3.1. Responsible for providing support to users on Manager Self Service, Employee Self Service, Infor, LMS, iCIMS and Kronos. Trouble shoots and resolves issues.
3.2. Coordinates with the HRIS COE and/or produces reports as needed. May compile and analyze data as needed.
3.3. Processes and/or coordinates with the HRIS COE transactions/changes in Infor to include promotions, transfers, hierarchy changes, performance reviews management, etc.
4.1. Assists in case management activities as reported to the Benefits COE HRConnect related to employee relations questions, salary/payroll, leaves of absences (FML), disability (STD/LTD) and workers' compensation claims.
4.2. Provides assistance to HRConnect in responding and/or explaining compensation and benefits, payroll, time off programs, tuition assistance, etc. Resolves issues as they arise.
4.3. Responds to questions or concerns regarding employee leaves and /or accommodation requests.
4.4. May participate in salary surveys or market analysis in partnership with the Compensation COE.
5.1. Assist managers with maintaining and updating job descriptions as necessary.
5.2. Demonstrates positive customer service skills in dealing with all internal and external clients. If unable to answer a question, requests assistance in identifying appropriate resource.
5.3. Performs other HR generalist duties as assigned.
Bachelors Degree or equivalent experience required.
Two to three years’ experience in Human Resources with a working knowledge of Employee Relations and various HRIS required. Should have an understanding of State and Federal laws and regulations affecting employment.
Candidate will demonstrate excellent customer relations, listening and writing skills. Must be able to communicate with compassion and courtesy. Excellent analytical and computer skills. Knowledge of applicant tracking systems required. Must have excellent PC skills including Word, Excel, PowerPoint and database management. Strong background and knowledge of Human Resource regulations and procedures including Wage and Hour, Benefits, Family Medical Leave, Recruitment and Salary Administration. Should be familiar with utilizing internet to search and obtain information. Must have strong organizational skills and be able to work independently. Must be able to multitask and adjust priorities as needed. Must be able to travel to various satellite locations throughout Connecticut and be flexible with work schedule. Must be able to attend early morning and evening meetings.