Senior Human Resources Business Partner

SUMMARYPartners with operational leaders and staff to provide high level consultative advice to optimize employee relations. Fields inquiries from employees, serving as an employee advocate; and objectively investigates employee relations matters. Maintains strong knowledge of employment law, legislative changes, and legal trends as they impact Human Resources and the organization. Monitors and shares HR metrics related to organizational development, performance management, exit surveys, etc. to make recommendations for improvement. Supports recruitment efforts as needed.
ESSENTIAL DUTIES AND RESPONSIBILITIESServes as an HR specific business partner to senior and executive level leaders.

Provides the lead on employee relations support for operations group needs such as organizational development, performance management, change management, succession planning, coaching/counseling, and separations.

Meets regularly with operations leaders to review support needs.

Investigates reported incidents, makes recommendations and conclusions.

Drafts responses to external third parties when necessary and collaborates with legal counsel.

Manages decisions regarding background checks and oversees timely review for pre-hire purposes.

Provides HR support during acquisition integration. responsible for leading offer letter efforts during the pre-acquisition phase and supports the transition of seller management to established HR best practices post-close.

Tracks and manages employee relations data for presentation; monitors trend analysis for operations group.

Provides oversight of ethics system reports for operations groups including investigations, recommendations, and closure of individual reports.

Reviews offer of employment for accuracy and to ensure pay equity across the company.

Provides consultation and support to other human resource team members administering leaves of absences.

Engages in the interactive process on potential disability accommodations, as appropriate.

Manages secondary stage of workers’ compensation which includes return to work program, report analysis, claims research, and partnering with internal workers compensation representatives, leave of absence administrators, employees, claims adjusters, and outside counsel on escalated matters.

Audits and reviews HR files. Completes a review of employment contracts and partners with management and internal/external counsel as necessary prior to advising on any employment action.

Provides high level benefits administration support as it relates to separations, retirements, and leave of
absences.

Responds to inquiries for outsourced unemployment administrator and attends hearings.

Partners with leaders on involuntary separations including risk assessments, appropriate approvals, and
employment action execution.

Assesses HR related training needs of the business, collaborates with internal HR team and Professional

Development to develop and deliver as needed.QUALIFICATIONSEDUCATION / EXPERIENCE

Bachelor's Degree or equivalent combination of education and experience

Eight (8) or more years related HR work experience

Six (6) or more years HR Generalist or Business Partner experience

Experience with HR systems

SKILLSStrong knowledge of employment law, legislative changes, and legal trends as they impact Human Resources and the organization

Advanced knowledge of interactive process, ADA, FMLA and state specific laws regarding leaves of absences and workplace accommodations;

Strong verbal and written communication skills

Ability to easily communicate with members of senior management

Strong presentation skills

Ability to work within a team and to foster teamwork

Good problem solving and time management skills

Good planning, organizational and prioritization skills

Ability to successfully mediate and resolve conflict

Proficient in Microsoft Office products

Ability to maintain a high level of confidentiality and use discretion with sensitive information.

Ability to work remotely in a self-directed manner.

Ability to handle high volume and adapt to change

#LI-AQ1
#LI-REMOTE