Human Resources Business Partner

GENERAL PURPOSE OF JOB:

Under the direction of the Human Resources Manager, the HR Business Partner will support HR-related needs and communicate proactively with management of designated business units. The HR Business Partner maintains an effective level of business literacy about the business unit they serve, its financial position, its midrange plans, its culture and its competition. This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the Rio Grande Valley.

ESSENTIAL DUTIES AND RESPONISBILITIES:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Essential Job Functions

• Collaborate with Talent Management and department directors on various Human Resource initiatives in support of the department needs and/or HR objectives and goals.
• Discuss staffing needs with department directors and advise Talent Acquisition Specialist on job postings, ad campaigns, etc. Working with recruiting, reviews resumes for qualified candidates. Assists in recruitment strategies and interviewing applicants Analyze trends and metrics in partnership with the Talent Management group to develop solutions, programs and policies.
• Act as a liaison with Benefits, and Compensation functions to ensure consistent application of policies and procedures, compensation program practices, and to identify resources for HR intervention/support.
• Serve as designated business unit’s contact for general facilitation of HR policies, programs and practices. Identify and resolve issues with payroll, handbook, policies, and employee relations. Answer employee questions regarding pay, reviews, paperwork associated with compensation. Assist directors and employees with FML, medical benefits, dental, vision, wellness programs, retirement plans and PTO to include buyback, donation, etc.
• Influence decisions regarding the hiring, firing, disciplinary action, promotional activity, and pay decisions.
• Handle employee relations issues while maintaining confidentiality and observing ethical and professional standards in collaboration with the Talent Management department. Conducts investigations for information and perspectives from all parties involved. Collaborate with management to ensure an understanding and consistent application of policies and procedures in resolution. Provide managers with tools and techniques to enable them to coach and recognize their employees and to proactively deal with performance issues.
• Conduct exit interviews for employees within designated business unit.

Other Responsibilities

• May require some travel to satellite sites for meetings with directors or employees.
• Conduct analysis of employee and business unit performance to help determine progress towards established goals and objectives.
• Participate in corporate initiatives, special projects and other duties as assigned.

EDUCATION AND/OR EXPERIENCE:

• A bachelor’s degree in human resource management or a related field, and a minimum of 5 years of HR generalist experience are required.
• 3-5 years of employee relations experience is required.
• Working knowledge of multiple human resource disciplines, including compensation practices, talent management, organizational diagnosis, employee relations, and federal and state employment laws.
• Must have excellent verbal and written communication skills.
• Ability to manage highly sensitive and confidential information.
• Strong interpersonal skills and ability to consult with, partner with and influence leaders across the organization.
• Flexibility to cope with fast changing and complex environment.
• Proficiency with Microsoft Office including Word, Excel, Access, and PowerPoint. Some minimal travel is required.

LICENSURE, REGISTRATION, AND/OR CERTIFICATION:

• A national certification such as PHR or SHRM-CP is preferred.