Lighthouse Autism Center Hiring for Human Resources Business Partner, Manager at Notre Dame, Indiana Full Time

Human Resources Business Partner Manager

Who are we?

In 2004, Gregg and Sandy Maggioli’s son, Victor, was diagnosed with autism. As parents, they were committed to finding the best possible care for their son. It was during that pursuit that they discovered ABA therapy. Victor attended one of the first ABA centers in the state of Indiana and Gregg and Sandy experienced firsthand the transformative impact of ABA therapy for their son, and their family.

It was from this experience that Lighthouse Autism Center (LAC) was born. Gregg and Sandy had a passion for ABA and wanted to make sure that every child and family had access to these life changing services. Knowing the challenges each family faces, Lighthouse Autism Center is uniquely positioned to provide support to the entire family from receiving a diagnosis to navigating insurance and finding the right service; and everything in between.

Our Mission: Bring the highest quality ABA therapy services to communities that need it

Our Values:

• Care about people more than anything
• Judge people by more than their metrics
• Don’t separate the vision from the operations
• Put a premium on innovation & creativity
• Be completely trustworthy
• Give away credit
• Be yourself

Job Summary

The Human Resources Business Partner (HRBP) Manager leads other HRBPs in partnering with Clinical Operations to attract, motivate and develop therapists within a geographic cluster of LAC centers. This position designs, implements and monitors a variety of human resource and employee relations programs. This includes anticipating and planning for long-term human resource needs and trends in partnership with business management and ensuring programs are aligned with legal requirements and LAC’s strategic goals. This role leads a team of 2 HRBPs to establish, lead and execute the strategies and programs designed to continuously improve the overall employee experience.

Essential Duties and Responsibilities

• Partners with employees and management to communicate various Human Resources policies, procedures, standards and government laws/regulations
• Leads the development of department goals, objectives, and systems, and partner with CHRO to create the Human Resources strategic plan
• Implements Human Resources programs, identifying opportunities for improvement and making recommendations
• Supports recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce
• Establishes and maintains employee relations policies and practices, and ensures investigations are conducted and resolved balancing employee and business needs
• Ensures activities align and integrate with LAC’s requirements for quality management, health and safety, and legal compliance
• Treats all information and data within the organization and scope of the position and maintains confidentiality and security at all times
• Supports all risk management activities and investigations. Reports promptly any suspected or potential violations to laws, regulations, procedures, policies and practices, and cooperates in related investigation
• Ensures compliance with safety policies and emergency procedures. Partners with Clinical Operations to create a safe and secure work environment and prevent injuries and/or incidents
• Communicate HR and Company initiatives and lead the change process in close collaboration with key stakeholders
• Seek out best practices and actively consult with business leaders to continuously improve the employee experience, culture organizational capability
• Create and manage an HR Dashboard to measure and monitor the employee experience and the value of related programs and initiatives
• Lead the employee listening strategy, including survey administration and vendor management, identifying and analyzing insights, action planning, and consulting with leadership
• Continuously seek out and bring forth the latest trends and best practices and possible applications in the areas of the employee experience, engagement, and DE&I
• Provide recommendations to inform related HR decisions, investments & resource development
• Collaborate, build awareness, and drive adoption and advocacy for culture and employee experiences to further employer value proposition and DE&I efforts

Performance Dimensions of Role:

• Employee satisfaction & engagement
• Turnover
• DE&I metrics as established
• Consider adding something about safety? I still think this is a huge void for the organization and until a function is formed to address this, it might need to be HR.

Expected Areas of Competence

• Knowledge and experience in managing human resource programs, processes, procedures and compliance with government laws/regulations as appropriate for the business location
• Ability to handle sensitive and confidential information/situations and documentation
• Excellent interpersonal, written and oral communication, presentation and facilitation skills
• Ability to negotiate, influence and interact effectively with stakeholders at all levels of the organization exercising sensitivity to the audience
• Possesses a positive professional image and a high level of ethical behavior, consistently exercising judgment, discretion and confidentiality in all matters
• Possesses excellent critical thinking, problem solving and decision-making skills
• Proven ability to identify and effectively resolve complex issues in a timely manner
• Possesses excellent leadership, team building and managerial skills with the ability to lead, motivate, train, coach, evaluate and develop high performing teams
• Ability to analyze data and situations, manage budgets, and possesses strong strategic/analytical, goal setting, budgetary management and financial measurement skills
• Capable of driving organizational change and transformation, and drive execution to achieve specific business results
• Possess superior organizational and time management skills with strong attention to detail
• Ability to work independently and negotiate and set priorities required
• Ability to work efficiently under conditions of multiple competing projects and deadlines, prioritizing reprioritizing as needed to meet business commitments and objectives
• Possesses high degree of personal accountability
• Advanced knowledge and proficiency in all MS Word, Access, Excel, Outlook applications and database management tools required
• Valid Driver’s License
• Ability to travel between 25 – 50% of the time

Education/Experience Requirements

• Education: Bachelor’s degree in Human Resources or related field required. Master’s degree in a related field preferred
• Requires 5-7 years’ relevant experience in a HRBP or equivalent role, employee relations experience preferred
• 2-3 years of experience directly managing other HR professionals
• Professional certification in HR such as PHR, SPHR, or PIRHA