Post Date: 11/20/2018
Close Date: 12/31/2018
TITLE: Human Resources Partner
DEPARTMENT: Human Resources
REPORTS TO: Employee Relations Director
SUMMARY: The HR Partner is both a strategic and hands-on role responsible for engaging in human resources management to support assigned departments; while facilitating alignment between program objectives, management needs, and employee fulfillment. The HR Partner maintains a thorough knowledge of assigned department operations, funding structure, legal and regulatory landscape, workforce challenges, and culture to provide effective guidance to HR management decisions and processes that utilize current and innovative strategies.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
1. Act as a single point of contact for the employees and managers in assigned departments. Ensure high-quality, consistent, and legally compliant HR support by resolving inquiries or directing to the appropriate HR team member. This requires regular travel to various CCC locations with consistent office hours at these sites.
2. Manage and resolve complex employee relations issues. Respond to employee complaints and requests for support in a timely manner.
3. Provide day-to-day performance management guidance to members of management (coaching, counseling, career development, disciplinary actions).
4. Conduct objective and thorough workplace investigations and take appropriate corrective actions according to agency polices and the collective bargaining agreement, maintaining thorough documentation of all investigations and actions.
5. Communicate effectively with HR Leadership and HR Team to ensure consistent application of CCC policies and collective bargaining agreement across the agency.
6. Build thorough knowledge of assigned department operations, funding structure, legal and regulatory landscape, workforce challenges, and culture to provide effective guidance to management decisions and processes.
7. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
8. Maintain current knowledge of innovative and evidence-based management and human resource practices and make recommendations for improvement at the department and agency levels.
9. Work closely with management and employees to improve work relationships, build morale, increase productivity, and increase retention.
10. Analyze trends and metrics in partnership with the HR Team to develop solutions, programs, and policies.
11. Communicate changes in agency personnel policies and procedures with assigned department staff and ensure proper compliance is followed.
12. Work proactively with department management to anticipate workforce needs, perform job analysis, and develop appropriate job descriptions consistent with agency guidelines.
13. Actively support communication and positive professional relationships within the assigned departments and across the agency.
14. Assist with Leave and Worker’s Compensation claims and return to work plans for assigned departments.
15. Assist HR Leadership in responding to union grievances.
16. Provide mediation to staff experiencing workplace conflict.
17. Ensure agency compliance with the Alcohol and Drug Free Workplace policy. This involves partnering with management to determine the need for reasonable suspicion urine analysis (UA) and administering UAs when necessary.
18. Respond to Employment Department inquiries from assigned departments and attend unemployment hearings when necessary.
19. Assist the HR Department in developing and implementing the HR Strategic Plan.
20. Conduct regular Harassment Free Workplace, Management, and other relevant internal trainings to CCC staff and management.
21. Act as a positive, collaborative, and solution-focused member of the HR team.
22. Cross-train and provide back up to other areas of HR when needed.
23. Assist in improving all HR processes through recommendations, research, and implementation.
24. Adhere to all state and federal privacy regulations, including HIPAA and 42 CFR Part 2, and to CCC policies and agreements regarding confidentiality, privacy, and security. Support compliance with all privacy and security requirements pursuant to community partners’ and outside providers’ patient confidentiality agreements, including privacy and security requirements for EMR access. This includes immediately reporting any breach of protected health information or personal identification information of any person receiving CCC services by CCC or an outside provider to the CCC Compliance Department, as well as to your supervisor or their designee.
25. Perform other duties as assigned.
SKILLS AND ABILITIES:
1. Ability to engage with diverse staff and leadership to promote trust, collaboration, and partnership between programs and the Human Resources department.
2. Organizational skills.
3. Ability to maintain objectivity and composure in difficult situations.
4. Ability to balance adherence to CCC’s mission of support and growth with the business needs of the organization.
5. Ability to assist and act in a confidential manner.
6. Knowledge of the use of computer software including, but not limited to Windows, SharePoint, and employee databases.
7. Excellent communications skills, both oral and written.
8. Advanced knowledge of applicable employment and labor law.
9. Ability to work as a team member.
10. Sufficient manual dexterity and physical ability to perform assigned tasks.
11. Ability to work independently.
12. Must be able to manage time and meet deadlines.
13. Must be able to work under pressure.
14. Ability to remain solution-focused and respectful in all interactions with staff, co-workers, vendors, and clients.
15. Ability to maintain accurate records and necessary paperwork.
16. Ability to perform arithmetic computations.
17. Ability to understand and follow oral and written instructions.
1. Bachelor’s Degree in Human Resources, Psychology, or a related field or an equivalent combination of relevant skills and experience.
2. Must have two (2) years of experience managing employee relations, including leading workplace investigations.
3. Must have an additional two (2) years of experience working in an HR role with primary focus on Compensation, Benefits, Leave Administration, Recruiting/Talent Acquisition, and/or Generalist level work.
4. Four (4) years of management level (i.e. Business Partner, Manager, or higher) HR experience preferred.
5. Experience with a unionized workforce is preferred.
6. Advanced knowledge of employment and labor laws required.
7. Advanced computer experience, including Word and Excel required.
8. Experience working at or with a non-profit strongly preferred.
9. Proven working knowledge of multiple human resource disciplines, including compensation practices, organizational development, employee and union relations, diversity, performance management, and federal and state respective employment laws.
10. Must possess a current driver’s license, access to a vehicle, qualify as an Acceptable Driver as designated in Central City Concern’s Fleet Safety policy. Must pass an initial drivers training within 60 days of being an approved driver and continued recertification training. Must maintain vehicle insurance coverage of a minimum of $100,000/$300,000 personal auto liability coverage.
11. Must be able to pass a pre-employment drug test, TB test, and background check. DHS clearance preferred.
12. If in recovery, must be currently clean and sober.
13. Will be required to carry an agency cell phone for work use. Cell phones will be provided by Central City Concern.
14. Physical ability to bend, stoop, kneel, squat, twist, reach, pull and lift heavy objects.
15. Must be able to climb stairs several times a day.
16. Must adhere to agency policies of non-discrimination.
17. Ability to effectively interact with co-workers and clients with diverse ethnic backgrounds, religious views, political affiliation, cultural backgrounds, life-styles, and sexual orientations, treating each individual with respect and dignity.
CHECK MINIMUM QUALIFICATIONS
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.