People & Culture Partner

What Youll Be Doing
You will contribute to the daily functions of the People & Culture department including employee engagement retention Diversity Equity & Inclusion Human Resources Information Systems compensation and compliance to support the Director of People & Culture. The People & Culture Partner will work with the Director of People & Culture on various projects administrative tasks and events.

Hybrid Role 20% Remote Work.

Your Main Priorities
While additional responsibilities are likely to arise on the job you will primarily:
Collaborate with the Training Coordinator to administer new hires on the first day onboarding; complete the hiring process for new hires in HRIS.
Maintain compliance with federal state and local employment laws and regulations and recommend best practices reviews policies and regulatory changes.
Oversee the process with employees and workers compensation FMLA claims as needed.
Respond to unemployment employment verification and other related requests.
Assist in the planning and execution of employee engagement activities and recruiting events.
Submit bills and expense reports for the department accordingly.
Ensure employees and confidential files are maintained and compliant.
Oversee employee benefits related activities for the agency i.e. flu clinics employee discounts etc.

Who You Are
Requirements Skills & Abilities:
High school diploma or equivalent with experience the agency deems relevant to position; bachelors degree in human resources Business Administration or related field preferred.
Minimum 1 year experience in Human Resources required; SHRM-CP and/or PHR certification a plus.
Strong organizational critical thinking and time-management skills.
Basic computer skills required; knowledge of Microsoft Office 365.
Ability to communicate and effectively interact with a diverse population.
Bilingual preferred.
Collaboration and teamwork.
Must be able to travel to both main site locations - MIddletown and Providence.
The ideal candidate will be required to meet all background checks and medical clearances required for the position.

Physical Requirements
Operational staff:
This position involves work in an office setting. Tasks include operating a computer for extended periods communicating with colleagues and occasional lifting of office/department materials up to 25lbs. The role also requires the ability to sit for extended periods bending reaching hearing and vision.


Equal Employment Opportunity
Child & Family will not discriminate against any individual on the basis of age gender sexual orientation color race creed national origin ancestry religious persuasion marital status political belief pregnancy military status veteran status physical or mental disability that does not prohibit performance of essential job functions with or without reasonable accommodations genetic predisposition or genetic carrier status or any other protected category under local state or federal law nor will anyone receive special treatment for those reasons except for reasonable accommodation as required by law. It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors.

Culturally and Linguistically Appropriate Services
In order to provide equitable service delivery and go above and beyond equal opportunity requirements our organization is committed to ensuring that all staff are able to perform the following cultural competencies:
Demonstrate the ability to communicate and effectively interact with people across cultures ranges of ability genders ethnicities and races.
Demonstrate knowledge of the history of discrimination in America particularly as it relates to race and racism and how this history has led to disparities experienced by marginalized communities such as BIPOC people with disabilities LGBTQ communities and others.
Demonstrate the ability to successfully deliver culturally responsive services.

Affirmative Action
Child & Family strives to achieve a workforce that includes representation of qualified affirmative action group members in proportion to the qualified and available target group workforce in the community that we serve.