Human Resources Business Partner Intern

There are many reasons why EPIC Insurance Brokers & Consultants has become one of the fastest-growing firms in the insurance industry. Fueled and driven by capable, committed people who share common beliefs and values and “bring it” every day, EPIC is always looking for people who have “the right stuff” – people who know what they want and aren’t afraid to make it happen. Headquartered in New York City and founded in 2007, our company has over 4,000 employees nationwide. our local market knowledge and industry expertise helps support our clients' regional and global needs. At EPIC, HR is more than just solving people problems. It’s having a seat at the table, partnering with business leaders, and delivering results to drive organizational growth. The Human Resources Business Partner (HRBP) will use their outstanding people skills to lead, plan, and direct our talent policies and activities. The HRBP will drive employee engagement and foster a thriving culture by developing and supporting programs throughout the employee lifecycle. This role ensures that our human resources programs and initiatives are effective, efficient, and aligned with overall business objectives and talent strategy.

Location:
This is a HYBRID role
- qualified candidates must be able & willing to work 3 days a week from our Melville, NY office. Current experience working in an HRBP / HR Generalist role. At least 2+ years of HRBP / Employee Relations experience. Strong communicator (both written and verbal communication) who enjoys providing top-notch customer service to internal stakeholders from all levels of the organization. High attention to detail and ability to learn and work in software systems. HR professionals eager to learn and grow Willing to be a sponge to learn the "EPIC Way" and then put what they've learned into practice to best serve the business. Assist business leaders of their designated population with retaining and developing talent. Drive HR programs across employee populations. Provide business unit with cost parameters associated with hiring, training, and retaining top talent. Develop new

job description
s with managers and amend existing ones to reflect business needs and for the purpose of ensuring FLMA status, clarity for recruitment and talent development Assist managers with mitigating conflicts. Ensure compliance with laws and regulations by working directly with managers and employees, providing guidance and interpretation of employment laws and regulations relevant to daily operations. Partner with Centers of Excellence for HR analytics, technology, and career development opportunities. Monitor the business and talent using a variety of KPIs and present relevant data to business leaders. Administer and provide guidance for the performance evaluation program. Provide advice and guidance on employee relations issues, progressive discipline, and documentation requirements. Manage employee relations cases from start to end, providing guidance in confidential situations and escalation to HRD/VP of HR. Educate and support management on employee relations and employee performance issues. Work with leadership to develop and monitor the organization's culture and support initiatives. Promote positive employee relationships through communication and interpretation of HR policies. Relationship Building – Develops effective long-term professional interactions with others based on trust: trust that they will always work toward the best interest of those involved and that they are sufficiently competent to provide positive results. Professionalism – Meticulously adhere to values such as courtesy, respect, honesty, and responsibility in all dealings with peers, managers, customers, partners, members of the community, and other stakeholders. Fact-Based Management – Views the organization as an open system, able to synthesize information from diverse sources, come to conclusions, and make decisions that are rational and based on sound evidence. Continuous Learning – Takes responsibility for their own learning and professional development. They are objectively aware of the knowledge and skills required to grow in their career, actively seek out professional development resources to address knowledge and skills needs and exhibit the personal discipline to accomplish learning goals. A Bachelor’s degree in human resources or a related field is preferred, but we will also consider candidates with equivalent experience in human resources. SHRM
- SCP, SPHR and other HR related professional certifications are preferred. Minimum 2+ years working and developing within an HR Business Partner or Generalist role Excellent employee issue resolution skills and conflict management skills desired Actu