Charge: The Human Resources Business Partner (HRBP) is a strategic advisor, trusted partner, and advocate for both managers and employees within their specified programs. As a highly visible HR resource, the HRBP will develop and maintain effective working relationships between HR and the respective program directors and their direct reports.
Outcome: Operate as a business partner to address all HR related issues and matters, including recruitment, employment, total compensation, employee and labor relations, and training and development. The HRBP is a change agent, people advocate, and an employee resource, providing guidance and solutions aligned with GHS vision, values, and mission.
Deliverable: Work with management to track trends across programs and recommend how to address issues and enhance performance, while staying aligned with GHS values and goals.
Statement of Tasks:
- Reporting to the Chief Human Resources Officer (CHRO), the HRBP will assist in maintaining general operations of the HR department;
- Recruit, interview, and facilitate the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings;
- Conducts background checks, physicals, and employee eligibility verifications (OTIS, LARA, I-Chat, ORR, References);
- Conduct new employee orientation and any testing requirements needed for specific jobs;
- Performs routine tasks required to administer and execute human resource programs, including but not limited to benefits, recognition, morale, and training and development;
- Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff;
- Maintains compliance with federal, state, and local employment laws and regulations; recommends best practices; reviews policies and practices to maintain compliance;
- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
- Assists in and/or represents the agency in contract negotiations, grievance hearings, and special conferences;
- Processes requests in relation to temporary staff;
- Assists in conducting exit interviews;
- Performs other duties as assigned.
The position description above is intended to be sufficient to identify the position and illustrate the many duties that may be assigned. It should not be interpreted to describe all the duties an employee assigned to this classification may be required to perform.
Minimum Requirements:
- A bachelor’s degree in human resources management, business administration, or a related field is required.
- Minimum of 5 years of human resources experience required.
- HR certification a plus
Essential Physical Demands:
- Vision – Position requires the ability to visually assess details at both near and far distances, as well as to perceive depth and spatial relationships with or without reasonable accommodations.
- Hearing – Position requires the ability to receive and respond to verbal communication with or without reasonable accommodations.
- Lifting, Standing, and Walking With or Without Reasonable Accommodations:
- Position requires the ability to lift up to 35lbs on an occasional basis
- Position requires the ability to regularly stand for extended periods of time
- Position requires the ability to walk at a minimum of 35% up to a maximum of 65%
- Position will require the ability to occasionally stoop, bend, or reach to perform work tasks with or without reasonable accommodation.
- Position must be able to perform tasks requiring manual dexterity, including the use of hands and fingers for handling, grasping, typing, writing, or operating equipment with or without reasonable accommodation.
BARGAINING UNIT: NON-UNION
FLSA STATUS: EXEMPT
