HR Business Partner

Are you an HR professional who thrives at the intersection of people strategy and business

Were looking for aHuman Resources Business Partner (HRBP)who can do more than interpret policies and process paperwork. Were looking for someone who can build trusted relationships solve complex people challenges coach leaders champion employees and help shape the future of our organization.

In this role youll serve as a strategic partner and trusted advisor to designated business unitsconnecting business priorities with people strategies that strengthen engagement productivity retention and organizational performance.

If youre someone who can walk into a challenging employee relations situation bring calm and objectivity to the conversation and walk away with a thoughtful solutionwe want to meet you.

• Serve as an internal HR consultant and strategic partner to assigned business units.
• Build strong collaborative relationships with leaders and employees.
• Provide guidance on employee relations performance management organizational development and workplace concerns.
• Coach and mentor leaders to help them become stronger people managers.

• Lead thorough objective investigations and resolve complex employee relations matters.
• Help managers navigate performance concerns disciplinary actions conflict resolution and workplace challenges.
• Represent the organization in unemployment claims.
• Partner with Legal when appropriate to minimize risk and ensure sound decision-making.

• Analyze HR trends metrics and workforce data to identify opportunities and recommend solutions.
• Prepare and maintain internal and external reports.
• Partner with HR and leadership teams to develop programs policies and strategies based on organizational needs.
• Maintain strong business acumen and understand the financial position culture competition and midrange plans of assigned business units.

• Manage full-cycle recruitment for assigned business areas including new-hire orientation and onboarding.
• Partner with leaders on workforce planning succession planning restructuring and talent management.
• Provide performance management guidance and coaching.
• Identify training and development needs and partner with leaders to address them.
• Evaluate training programs and follow up to ensure learning objectives are achieved.
• Support initiatives that strengthen employee engagement workplace relationships productivity and retention.

• Serve as an advocate for employees while balancing organizational goals and business needs.
• Help create a workplace where employees feel heard supported respected and empowered to succeed.
• Provide benefits administration support including claims resolution change reporting invoice approvals and employee communication.
• Promote a culture grounded in collaboration accountability inclusion and respect.

• Maintain current knowledge of federal state and local employment laws regulations and HR best practices.
• Develop revise implement and interpret HR policies and procedures.
• Conduct periodic HR audits to ensure compliance.
• Ensure assigned areas meet applicable compliance and audit requirements includingCARF and ODJFSrequirements.
• Keep role descriptions current and reflective of actual responsibilities.

• Lead and participate in special projects and cross-functional teams.
• Identify opportunities to improve HR processes programs and employee experiences.
• Participate in professional development opportunities conferences seminars and HR networking events.
• Serve as a coach and mentor to colleagues within the HR department.

• Bachelors degree in Business Administration Human Resources or a related field.
• At least3 years of experience resolving complex employee relations issues.
• Excellent organizational skills and exceptional attention to detail.
• Ability to interpret and apply applicable employment laws regulations policies and guidelines.
• Proficiency with Microsoft Office Suite or comparable business software.

• 4 years of professional-level HR experience.
• SHRM or HRCI certification.
• Working knowledge across multiple HR disciplines including:
  • Employee and labor/union relations
  • Compensation practices
  • Performance management
  • Organizational development and diagnosis
  • Diversity and inclusion
  • Talent management
  • Federal and state employment laws

• Think strategically while still enjoying the details.
• Build relationships quickly and earn trust naturally.
• Can have difficult conversations with empathy professionalism and confidence.
• See employee challenges as opportunities to improve the organization.
• Use data and insightsnot just instinctto make recommendations.
• Are comfortable balancing employee advocacy with business priorities.
• Embrace change and can help others navigate it.
• Communicate clearly with everyone from front-line employees to senior leaders.
• Approach sensitive situations with discretion integrity and sound judgment.
• Enjoy collaborating across departments and turning ideas into action.

We Make it Easy

Founded in 1901 MRA is a nonprofit employer association that serves more than 4000 employers covering more than one million employees.

As one of the largest employer associations in the nation MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services information education and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company not an agency recruiter.