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Human Resources Business Partner

2 months ago

Baltimore, United States Compass Pointe Consulting Full time
Job DescriptionJob DescriptionHuman Resources Business Partner (HRBP)
Full time in office

Provide dedicated support and develops close working relationships with assigned client areas working collaboratively with department managers, staff, and senior leadership. The Business Partner assures equity, inclusion, access, and anti-racism as central to their work and the delivery of services. This position will be the first point of contact for client groups on all HR related matters (e.g., policies, processes, employee relations, performance management, new hire orientation, onboarding, employee engagement activities, training and development, and recruiting). The position will ensure effective delivery of HR core processes and compliance with relevant institutional guidelines, policies, practices, and employment laws. May receive and investigate complaints related to performance and/or workplace behavior.

Responsibilities:
Recruitment & Talent Management - 35%
• Develops recruitment strategies including review of all open positions and updating job descriptions and job specifications, developing a search and advertising plan, identifying target markets and recruitment sources.
• Posts jobs to appropriate job boards and utilizes targeted and niche sourcing strategies to fill critical vacancies. In addition to traditional job boards and job fairs, must be able to effectively utilize social media to network and direct source passive candidates to fill vacancies via LinkedIn, Monster, CareerBuilder, etc.
• Assists clients in evaluating applicants to determine if they meet the position requirements, phone screening, participating in interviews, making selection recommendations, conducting reference checks, setting salaries, extending offers and assist new hires on-boarding and orientation.
• Supports or leads high level searches.
Works on recruitment initiatives to drive and enable hiring and retention of talented and diverse employees who will affect positive change. Recommends improvements to selection policies and procedures.

Administrative & Onboarding - 25%
• Assists with supporting the department’s main telephone and email accounts, handling inquiries or directing emails or calls to the appropriate area.
• Verifies I-9 forms for new staff, utilizing E-Verify, entering data and coordinating logistics, as needed.
• Completes offboarding tasks, including exit interviews, notification emails, system notifications, etc.
• Assists with responding to reference checks, employment verification, and unemployment requests in a timely manner.
• Organizes, files, maintains, and destroys records according to established procedures. Scans employment forms and contracts to the appropriate employee’s electronic file.
• Shares responsibility for overseeing New Hire Orientation.
• Onboarding new employees, providing new hires with an overview of Workday, ensuring all onboarding tasks are completed, troubleshooting any access issues and providing the new hire with a professional and positive onboarding experience.

Employee Relations - 25%
• Educates and supports client groups on employee relations policies and procedures such as coaching, counseling, career development, discipline, performance management, policy interpretation and other employee relations matters. Adheres to policies in accordance with federal, state(s) and local employment laws as well as guidelines.
• Manages annual performance assessment process for respective client group(s).
• Receives and investigates complaints related to performance and/or workplace behavior.
• Creates an investigation plan, provides parties with information about the process and their rights, gathers evidence, conducts interviews, and drafts written findings. Prepares report and recommends resolution(s) working in conjunction with the Vice President for People, Belonging & Culture and others as needed.
• Ensures a fair, timely, and well-documented investigative process. Maintains accurate and thorough records and notes of investigatory process. Creates comprehensive written investigative reports that clearly identify the issues investigated, identify all relevant policies, and summarize all relevant evidence.
• Maintains all information in a case management database to organize, manage, and track employee relations issues.
• Remains knowledgeable of federal and state law and regulations, and trends related to harassment and other discriminatory practices. Identifies and integrates best practices into knowledge base and practice.
• Assists with facilitating mediation for conflict management and problem-solving dialogues.
• Tracks, trends, reports, and raise concerns that may be systemic problems relating to complaints.

Training & Organizational Development - 10%
• Collaborates with management and leadership in defining training initiatives by having an excellent understanding of objectives, issues, needs, and key success factors.
• Actively participates in setting the strategy for planning processes, recommends, and assists in developing policies and actively promotes best practices.
• Supports organizational/cultural change by assisting clients with assessment of their existing organization and culture in determining need for change in roles, competencies, behaviors, and the requisite skills required to support the new organization/culture.
• Provides input and feedback that enhances the delivery of existing programs.

Other - 5%
• Collaborates with team members to address organizational needs, and initiates, participates in, leads/manages a variety of projects, or provides direction on programs and practices.
• Ensures consistency, communication, and collaboration in a small yet complex environment.
• Maintains a network of other Human Resource professionals.
• Seeks and participates in professional development activities.

Knowledge, Skills, and Abilities:
• Excellent analytical and problem-solving skills; ability to organize, synthesize, and analyze complex or diverse information and problems.
• Effective oral and written communication of policies, procedures, and legal concepts.
• Proven excellent client support skills with demonstrated evidence of strong business acumen.
• Proficiency in utilizing technology used for communication, data gathering and reporting.
• Proficiency in using and understanding basic data management systems, basic computer applications (e.g., Word, Excel, Outlook, PowerPoint), and HRIS products (e.g., Workday, Peoplesoft, etc.).
• Maintain confidences and exercise sound judgment and discretion.
• Knowledge of current State and Federal laws. Solid understanding of multiple HR disciplines, including ER, recruitment, training, OD, compensation, and benefits.
• Ability and willingness to travel (by car, air, train, or bus) domestically as needed.
• Ability and willingness to work weekends, evenings, and other non-traditional schedules.

Minimum qualifications:
• Bachelor’s degree in Human Resources, Psychology, Business, or related field, or equivalent combination of education and experience will be considered.
• PHR, SPHR, SHRM-CP, SHRM-SCP, CCP or other certified HR designation or willingness to obtain certification within a year of employment.
• 2+ years of HR generalist/consulting experience.
• 2+ years of in-depth experience in managing employee relations issues.
• 2+ years of demonstrated experience working with and providing consultation to all levels of employees as a partner on strategic and tactical HR related issues and to work effectively in a complex environment.
• Experience that demonstrates the highest personal levels of uncompromising integrity, honesty, and discretion.
• Must possess a record of service that identifies concern for the safety and well-being of others.
• Experience in conducting effective investigations.
Preferred Qualifications:
• Master's degree. HR or OD specialization.
• Experience in higher education.
• Familiarity with Workday software.

No direct reports.
Conditions of Employment:
Satisfactory background check results.
Provide proof of COVID-19 and flu vaccinations.
Consideration of a hybrid work schedule will be given after six months of employment.
Required training: Handbook orientation, Anti-Harassment, Hazard Communication, Emergency Plans & Fire Prevention, Personal Protection Equipment.