Human Resources Business Partner

Job Summary
This position exists to be a liaison between the IEEE organization, employees and Human Resources to facilitate HR initiatives, employee relations, employee development, performance management, succession planning, policy review and implementation, and facilitate various HR processes. The position provides support but not limited to contract management, Human Capital Management (HCM) user acceptance testing and survey management. Operating as an employee/management consultant, this position investigates complaints, supports Organizational Unit (OU) business strategies, drives OU restructuring, facilitates the performance management calibration, performance management and goals process, meets with employees on various employment issues, handles follow-up communications, conducts exit interviews, 60 day follow-ups, etc., as well as handles various Human Resource programs from design through implementation and ongoing review. This position partners with the Staffing function and will be included on the interview team for various people manager vacancies. Additionally, this position will partner with Learning & Development (L&D) to deliver workshops as required. This position is to be an effective liaison between IEEE Human Resources and employees located in New Jersey as well as IEEE's other domestic offices (New York, NY, Washington DC and Los Alamitos, CA) and support to international locations as requested. The incumbent in the role will primarily be responsible for:

· Delivery of Employee Relations (ER), to include assessment and investigation of complex issues, mediation of complex issues, and documentation of progress and resolution.

· Partner with L&D on delivery of training seminars and other educational events on business issues, business skills, performance management, and regulatory issue compliance. Address team, talent management, succession planning, culture, and engagement issues.

· Ensure compliance with and enforcement of federal, state, and local laws and regulations.
Communicate HR programs and policies using a variety of media.

· May process ER and L&D contracts.

· Manage engagement surveys and work with OUs to develop engagement and workforce experience strategies.

· Delivery of the mentoring program This position typically reports to the Director of Employee Development and functions as an individual contributor. He/she will function with little direct supervision and must be a strong collaborator and team member and develop and maintain effective working relationships with his/her internal customers. Key Responsibilities

• Provides advice and counsel to managers and employees on a wide range of HR issues including, but not limited to, reorganizations, culture issues, investigations, performance management, assessment of potential, calibration of ratings, employee performance improvement plans, IEEE disciplinary process, documentation and resolution of employee complaints, and compliance with IEEE policies and procedures, as well as applicable laws (global, federal, state and local); Works closely with other members of the HRBP staff and ensures that consistent HR and ER practices are maintained across the organization.
• Provides process, support and guidance to senior leaders regarding succession planning, career development and talent management.
• Assesses employee engagement and culture issues and develops programs and solutions to build organization effectiveness.
• Conducts ER investigations and develops recommendations for actions and resolution.
• Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions, and HR policies).
• Acts as a change agent, supporting employee engagement and employee development by partnering with business units and other HR functions to implement and support programs.
• Serves as point of contact for the use of HCM modules.
• Support select OU's by being included on the interview team for people manager level vacancies and others as requested.
• Conducts testing of HCM modules for each quarterly upgrade and develops test scripts. Works with IT to implement system bugs.
• Works with engagement survey vendors and Human Resources Information System (HRIS) team to administer engagement surveys. Summarizes and analyzes results.
• Partners with the Compensation function to manage re-organizations with assigned client groups, collaborating with management, legal and Staffing.
• Partners with the HRIS Regulatory Response team to continuously improve his/her knowledge of relevant state and US employment laws to ensure compliance with federal and state legal requirements and IEEE policies and practices, including document retention.
• Implements and administers the workplace compliance relationship between IEEE and employees, including harassment and discrimination protection.
• Implements and administers the programs, policies and procedures related to state specific unemployment. Partners with the Benefits function regarding management of leaves of absence that protect an eligible employee's right to time off in compliance with federal and state legal requirements, such as FMLA, the ADA, and disability.
• Maintains the ER database. Ensures general project files and employee relations files are maintained in an audit-ready manner.
• Supports and manages HR programs, events, and workplace surveys (e.g. Manager's Forum, Diversity Council, Art Show, Best Place to Work, Engagement survey, etc.), as assigned.
• Prepares documentation for terminations, last paychecks, severance checks, separation agreements and releases, and other materials required for employment termination.
• Ensures that policies regarding work hours, performance, time off, absence notifications, etc., are enforced according to IEEE policy and all applicable laws and regulations.
• Counsels and educates all levels of IEEE staff and will act as an information resource on employment issues, federal and state law, and IEEE policy and practice.
• Proactively partners with assigned client groups on areas of engagement, calibration and organization structure.
• Provides back-up to other Human Resources Partners and HR team members as required.
• Fulfills other duties as assigned.

Education

• Bachelor's degree or equivalent experience Human Resources, Business Administration or equivalent experience Req

Work Experience

• 5 years + progressively responsible generalist experience in the delivery of human resources services and the administration of human resources programs, including but not limited to performance management, employee relations, talent management, regulatory compliance, and professional development Req
• Experience must demonstrate a commitment to knowledge of New Jersey, California, New York, Washington DC, and federal employment laws and regulations Pref
• Experience in developing and delivering training in regulatory and compliance issues, business and management issues and skills, and employee relations issues, are especially sought Pref
• Individuals who have earned the credential, Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) are strongly preferred Pref
• Experience in Oracle Fusion or other cloud based HCM preferred Pref

Licenses and Certifications

• Professional in Human Resources (PHR) Pref
• Senior Professional in Human Resources (SPHR) Pref

Other Requirements:
As defined in IEEE Policies, individuals currently serving on an IEEE board or committee are not eligible to apply. PLEASE NOTE: This position is not budgeted for employer-sponsored immigration support, this includes all persons in F (both CPT and OPT), J, H, L, or O status. For information on work demands and conditions required for this position, please consult the reference document, "Physical, Mental, and Work Environment Standards for IEEE Positions." This position is classified under Category I - Office Positions. IEEE is an EEO/AAP Employer/Protected Veteran/Disabled
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Disclaimer: This job description is proprietary to IEEE. It outlines the general nature and key features performed by various positions that share the same job classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties and qualifications required of all employees assigned to the job. Nothing in this job description restricts management's right to assign or re-assign duties to this job at any time due to reasonable accommodations or other business reasons.