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Job Description
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Commitment to Internal Control:
Essential Duties and Responsibilities:
(List in order of time spent)
Key Performance Indicators:
Competencies:
Tools and Equipment Used:
Working Hours:
Physical Demands:
The job description does not constitute an employment contract, implied or otherwise, other than an “at will” relationship and is subject to change by the employer as the needs of the employer and requirements of the job change.
Position Overview:
As a partner to the local management teams, the HR Business Partner will drive HR strategy and processes that align with business plans and strategic objectives. Broadly, the HRBP will be responsible for a wide range of functions including recruitment/sourcing, employee development, cultural development, employee engagement, employee relations, compliance, and general human resources support across policies, processes and procedures.
Commitment to Internal Control:
The incumbent accepts the responsibility for establishing and maintaining the internal control system associated with the essential duties and responsibilities of the functional areas that the incumbent manages.
Essential Duties and Responsibilities:
(List in order of time spent)
- In conjunction with local management, serve as an offsite member of the home office Human Resources team based in CT.
- Serves as a primary point of contact for business leaders and HR team members for HR questions, programs, and practices; establishes effective relationships across the HR team to maintain an understanding of programs, policies and perspectives to drive collaboration and timely response to inquiries.
- Be a trusted partner to leaders by assisting in the development of solutions through culture and process and organizational development.
- Work closely with business leaders to identify candidate needs, sourcing strategies of diverse candidates and placement. This will include job postings, phone screens, interviews, feedback, recommendations and onboarding.
- Acts as liaison between employees and management team. Counsels’ employees and maintains positive employee relations. Ensures issues are recognized and addressed at early stages, with appropriate level of management intervention.
- Assists in organizational change management, cultural initiatives ensuring effective processes and communication.
- Helps design, deliver and implement training programs on various human resource topics.
- Supports performance management cycle, advising and coaching in areas of goal setting, mid-year feedback activities, annual performance review and the compensation planning process.
- Provides coaching to local leadership based on business needs and applicable HR practices.
- Identify opportunities to continuously improve communication, alignment, and team effectiveness.
- Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures and reporting are in compliance.
- Provides Insights Discovery training as needed for new hires, regional offices and cross functional teams.
- Other duties as assigned
Key Performance Indicators:
- Recruiting relative to the year-over-year number of total new hires, cost, and time to fill should be closely correlated as a measurement of value-added support (i.e., not reliant on agencies) and decrease time to fill (i.e., alignment to headcount budget to ensure timeliness in identifying qualified, diverse applicants for each requisition).
- Learning & Development – number of touchpoints with managers to reinforce communication and soft skills by leveraging key tools such as Insights Discovery, Franklin Covey and LinkedIn Learning. Measurement based on the number of employee relation issues and internal movement of employees to define their career path.
Responsibility and Decision-Making Authority:
None
Management/Supervisory Responsibilities:
None
Competencies:
-
Thinking Skills
- Analytical Ability
- Problem-solving
-
Communications – Oral and Written
- Ability to Listen
-
Interpersonal Relationships
- Interpersonal Communications
- Ability to Work in a Team
-
Leadership Skills
- Ability to Develop others
- Technical and Professional – Thoroughness
-
Personal Qualities
- Being Organized
- Self-motivated
Education and Experience:
- A bachelor’s degree and at least 5-7 years of Human Resources experience, or equivalent.
Licensing and Certification:
- Senior Professional or Professional in Human Resources certification preferred (SPHR, PHR, SCP-CP).
Tools and Equipment Used:
- Proficiency in Microsoft Windows, ADP WFN, LinkedIn, and other typical office equipment.
Working Hours:
- Hours may vary and will require some evening work and over-time.
Travel:
-
Travel may be necessary for business productivity of newly acquired businesses
Physical Demands:
- Digital dexterity and hand/eye coordination in operation of office equipment
- Light lifting and carrying of supplies, files, etc.
- Ability to speak to and hear customers and/or other employees via phone or in person
- Body motor skills sufficient to enable incumbent to move from one office location to another
The job description does not constitute an employment contract, implied or otherwise, other than an “at will” relationship and is subject to change by the employer as the needs of the employer and requirements of the job change.
Salary Range: ($97,000 to $120,000) per year, plus a discretionary Bonus
The salary range is determined and based on internal equity, market data/ranges, applicant’s skills, prior relevant experience, and education.
Additional Benefits:
- Medical, Dental and Vision Plans
- 401(k) and matching
- Generous Paid Time Off
- Company paid Life Insurance
- Employee assistance program
- Training and Development Opportunities
- Employee discounts
