Description

Job Summary

The Human Resources Business Partner (HRBP) is the dedicated HR representative for their assigned service areas and strives to provide timely delivery of quality HR services. The HRBP serves as primary point of contact for the employees, leaders, and stakeholders for their departments, providing guidance and expertise on all HR functions including employee relations, talent acquisition, benefits, leave administration, policies and procedures, and more. Overseeing the HR Center of Excellence (HRCOE), the HRBP triages staff requests to necessary personnel to ensure excellent customer service and efficiency within the HR team. The HRBP mentors, trains, and supports the growth of all junior HR staff members.

Tasks, Duties, and Responsibilities

Relationships and Culture

• Partners with executive leadership, managers, staff, and all personnel to align individual, departmental, and business goals and vision as they pertain to HR. Recommends organizational enhancements to promote a collaborative culture and adherence to mission and ICARE values.
• Provides excellent customer experience and ensures quality HR services to all organization staff and stakeholders. Serves as first point of contact on all key HR functions for employees, managers, and other personnel within their assigned service areas.
• Oversees the HRCOE and effectively distributes tasks and service requests to maximize efficiency, balance HR team workload, and ensure timely delivery of quality HR services.
• May participate in Employee Appreciation Committee (EAC) or other culture-building initiatives and workgroups to help build a positive working environment.

Talent Acquisition

• Manages the full-cycle talent acquisition process to meet the organization’s staffing needs.
• Identifies, develops, and implements talent acquisition process improvements to reduce time-to-hire, enhance applicant experience, and utilize applicant tracking system to full potential.
• Identifies job boards, hiring events, social media platforms, and other opportunities to advertise open requisitions, source potential candidates, and promote employer brand.
• Assists hiring managers with writing and revising job descriptions and posting positions.
• Reviews and/or assists with establishing hiring salary and ranges, total rewards, and other terms of employment to ensure internal equity and external competitiveness.
• Extends offers of employment. Serves as liaison between candidate, hiring manager, and other stakeholders to negotiate terms of employment when necessary.
• Oversees and collaborates with HRCOE to complete pre-employment processes, including background checks, employment verification and reference checks, medical clearances, documentation, and all necessary requirements dictated by the position.
• Coordinates and/or hosts the organization’s onboarding activities and new hire orientation.
• Provides data and information to support hiring decisions as necessary.

Employee Relations

• Counsels managers, leadership, and all stakeholders through investigations, disciplinary and corrective actions, hiring decisions, and all employee relations matters to ensure fair and ethical outcomes, alignment with business needs, and compliance with company policy and applicable law.
• Participates in disciplinary processes including but not limited to conducting and/or participating in investigations, reviewing and delivering disciplinary actions and corrective plans, and facilitating separations.
• Conducts exit interviews, analyzes interview information, and makes recommendations to the management team for corrective action and continuous improvement based upon trends identified.

Benefits Administration

• Organizes, manages, and issues annual open enrollment materials, calendar, communication, and election processes.
• Advises and counsels employees and new hires about existing benefit plans, including as necessary through separation and COBRA eligibility.
• Monitors employee eligibility for benefits plans and ensures eligible employees either enroll or decline coverage for all offered benefit plans upon hire and annually thereafter.
• Reviews and authorizes enrollment, cancellations and/or enrollment changes through HRIS.
• Verifies benefit billing accuracy and processes for payment.
• Administers COBRA for group health plans.
• Participates in creation and distribution of benefits surveys to collect data and continuously improve benefits offerings. Participates in benefits selections and vendor selection/negotiations as necessary.

Relationships and Culture

• Partners with executive leadership, managers, staff, and all personnel to align individual, departmental, and business goals and vision as they pertain to HR. Recommends organizational enhancements to promote a collaborative culture and adherence to mission and ICARE values.
• Provides excellent customer experience and ensures quality HR services to all organization staff and stakeholders. Serves as first point of contact on all key HR functions for employees, managers, and other personnel within their assigned service areas.
• Oversees the HRCOE and effectively distributes tasks and service requests to maximize efficiency, balance HR team workload, and ensure timely delivery of quality HR services.
• May participate in Employee Appreciation Committee (EAC) or other culture-building initiatives and workgroups to help build a positive working environment.

Talent Acquisition

• Manages the full-cycle talent acquisition process to meet the organization’s staffing needs.
• Identifies, develops, and implements talent acquisition process improvements to reduce time-to-hire, enhance applicant experience, and utilize applicant tracking system to full potential.
• Identifies job boards, hiring events, social media platforms, and other opportunities to advertise open requisitions, source potential candidates, and promote employer brand.
• Assists hiring managers with writing and revising job descriptions and posting positions.
• Reviews and/or assists with establishing hiring salary and ranges, total rewards, and other terms of employment to ensure internal equity and external competitiveness.
• Extends offers of employment. Serves as liaison between candidate, hiring manager, and other stakeholders to negotiate terms of employment when necessary.
• Oversees and collaborates with HRCOE to complete pre-employment processes, including background checks, employment verification and reference checks, medical clearances, documentation, and all necessary requirements dictated by the position.
• Coordinates and/or hosts the organization’s onboarding activities and new hire orientation.
• Provides data and information to support hiring decisions as necessary.

Employee Relations

• Counsels managers, leadership, and all stakeholders through investigations, disciplinary and corrective actions, hiring decisions, and all employee relations matters to ensure fair and ethical outcomes, alignment with business needs, and compliance with company policy and applicable law.
• Participates in disciplinary processes including but not limited to conducting and/or participating in investigations, reviewing and delivering disciplinary actions and corrective plans, and facilitating separations.
• Conducts exit interviews, analyzes interview information, and makes recommendations to the management team for corrective action and continuous improvement based upon trends identified.

Benefits Administration

• Organizes, manages, and issues annual open enrollment materials, calendar, communication, and election processes.
• Advises and counsels employees and new hires about existing benefit plans, including as necessary through separation and COBRA eligibility.
• Monitors employee eligibility for benefits plans and ensures eligible employees either enroll or decline coverage for all offered benefit plans upon hire and annually thereafter.
• Reviews and authorizes enrollment, cancellations and/or enrollment changes through Paycom.
• Verifies benefit billing accuracy and processes for payment.
• Administers COBRA for group health plans.
• Participates in creation and distribution of benefits surveys to collect data and continuously improve benefits offerings. Participates in benefits selections and vendor selection/negotiations as necessary.

Leave Administration, Workers’ Compensation, and UI

• Manages the full life-cycle of leaves of absences, including FMLA, CFRA, PDL, ADA, worker’s compensation and all other city, county, state & federal mandated leave programs.
• Guides employees through steps of the leave process, provides information, and advises on available options.
• Oversees and documents HGH’s return to work program.
• Coordinates the interactive process as necessary and communicates approved work accommodations and restrictions to parties with a need to know.
• Responds to and may represent HGH throughout the life-cycle of unemployment and workers’ compensation claims.
• Attends and/or prepares leaders are prepared to attend UI appeals hearings.
• Ensures initial workers’ compensation claims are submitted timely; maintains and monitors all cases to ensure timely appointments are scheduled and kept; follows up on open cases until closure is finalized.
• Manages case assignments to HRCOE to ensure timely, quality completion of leaves, UI, worker’s compensation, and other claims.
• May participate in and/or chair HGH’s Safety Committee.

Labor Relations

• Fosters a positive working relationship with union officials and adheres to the terms of the labor contract by monitoring day-to-day implementation of policies concerning wages, hours and working conditions.
• Represents management in investigating, answering, and settling grievances, by arranging and scheduling grievance meetings between union personnel, supervisors and the management team.
• Maintains knowledge and understanding of Collective Bargaining Agreement terms.
• Participates in union negotiation discussions as requested by executive leadership.

Development, Talent Management, and Process Improvement

• Participates in and/or leads the development and implementation of training and development programs for organization staff, showing dedication to employee development and career growth.
• Provides guidance to managers and staff regarding performance management and evaluations.
• Provides training to new and existing HR team members, ensuring understanding of necessary job functions and up-to-standard execution of HR processes.
• Supports growth and development of HR staff through continuous training, mentorship, and advocacy.
• Identifies opportunities to improve HR and other functions. Streamlines processes and communicates changes to necessary personnel and stakeholders.
• Creates and updates training materials and SOPs to ensure effective, replicable, and standardized training on HR processes.
• Builds knowledge in HRIS and other business-related programs to maintain expertise, train necessary staff, and seek process improvements.

Compliance, Policies & Procedures

• Recommends and assists with the development and implementation of new and revised policies and procedures to ensure Employee Handbook and H.R. Policy & Procedure Manual are current and in compliance with all regulatory requirements.
• Generates and distributes HRIS reports to meet information needs of management and other stakeholders, along with any assigned projects, events, recruiting campaigns, meetings, seminars, etc.
• Maintains up-to-date knowledge of all local, state and federal law and regulations affecting HR practices within the State of California.
• Maintains records, generates data and files regulatory reports including but not limited to EEO-1, OSHA log and all others required to maintain compliance with State and Federal laws.
• Attends online and in-person webinars/seminars to ensure knowledge of pending, new and revised regulations.
• Manages the full lifecycle of leaves of absences, including FMLA, CFRA, PDL, ADA, worker’s compensation and all other city, county, state & federal mandated leave programs.
• Guides employees through steps of the leave process, provides information, and advises on available options.
• Oversees and documents HGH’s return to work program.
• Coordinates the interactive process as necessary and communicates approved work accommodations and restrictions to parties with a need to know.
• Responds to and may represent HGH throughout the lifecycle of unemployment and workers’ compensation claims.
• Attends and/or prepares leaders are prepared to attend UI appeals hearings.
• Ensures initial workers’ compensation claims are submitted timely; maintains and monitors all cases to ensure timely appointments are scheduled and kept; follows up on open cases until closure is finalized.
• Manages case assignments to HRCOE to ensure timely, quality completion of leaves, UI, worker’s compensation, and other claims.
• May participate in and/or chair HGH’s Safety Committee.

Labor Relations

• Fosters a positive working relationship with union officials and adheres to the terms of the labor contract by monitoring day-to-day implementation of policies concerning wages, hours and working conditions.
• Represents management in investigating, answering, and settling grievances, by arranging and scheduling grievance meetings between union personnel, supervisors and the management team.
• Maintains knowledge and understanding of Collective Bargaining Agreement terms.
• Participates in union negotiation discussions as requested by executive leadership.

Development, Talent Management, and Process Improvement

• Participates in and/or leads the development and implementation of training and development programs for organization staff, showing dedication to employee development and career growth.
• Provides guidance to managers and staff regarding performance management and evaluations.
• Provides training to new and existing HR team members, ensuring understanding of necessary job functions and up-to-standard execution of HR processes.
• Supports growth and development of HR staff through continuous training, mentorship, and advocacy.
• Identifies opportunities to improve HR and other functions. Streamlines processes and communicates changes to necessary personnel and stakeholders.
• Creates and updates training materials and SOPs to ensure effective, replicable, and standardized training on HR processes.
• Builds knowledge in HRIS and other business-related programs to maintain expertise, train necessary staff, and seek process improvements.

Compliance, Policies & Procedures

• Recommends and assists with the development and implementation of new and revised policies and procedures to ensure Employee Handbook and H.R. Policy & Procedure Manual are current and in compliance with all regulatory requirements.
• Generates and distributes HRIS reports to meet information needs of management and other stakeholders, along with any assigned projects, events, recruiting campaigns, meetings, seminars, etc.
• Maintains up-to-date knowledge of all local, state and federal law and regulations affecting HR practices within the State of California.
• Maintains records, generates data and files regulatory reports including but not limited to EEO-1, OSHA log and all others required to maintain compliance with State and Federal laws.
• Attends online and in-person webinars/seminars to ensure knowledge of pending, new and revised regulations.
• Perform other related tasks as requested.

Values

Innovation – We encourage creativity and innovation because we believe that by striving for more efficient and effective ways of doing things, we can achieve exceptional results. Our drive for success is shared by all. Our organization focuses on solutions and refuses to maintain the status quo. We challenge our team to be ahead of industry trends as we strive to lead and not follow.

Collaboration – We believe that working together collaboratively is the foundation of a culture that values teamwork, communication, and cooperation. This belief is central to every part of our business, both internally and externally, and strengthens our community.

Accountability – We take responsibility for our actions and for delivering on our commitments. We believe that by being transparent and accountable, we build trust and maintain the respect of our stakeholders.

Respect – We treat everyone with respect and dignity. We value inclusivity and believe that by upholding a culture of respect, we can foster a positive and supportive work environment. We treat others as we would want to be treated.

Empathy – We value empathy and understanding in all our interactions. We seek to understand the perspectives and needs of our colleagues, clients, and stakeholders to meet them with kindness and compassion.

Requirements

Knowledge, Skills, and Education

• A bachelor’s degree in Human Resources, Management or related field.
• Five (5) years or more of experience in a human resources generalist/management role including hands-on responsibility for all functional areas of Human Resources.
• Healthcare or Human Services work experience preferred.
• SHRM-CP/SHRM-SCP or PHR/SPHR Certification preferred.
• The ability to read, write, and understand the English language.
• Proficient using Microsoft Suite.
• Recent work experience with HCM software; Paycom experience preferred.
• Prior, recent experience with learning management systems; Relias experience helpful.
• Current work experience with multiple recruitment platforms to source talent including but not limited to LinkedIn, Indeed, ZipRecruiter and social media as well as strong relationships with schools and technical colleges
• Must be at least 18 years of age.
• Must have and maintain a valid California Driver’s license, safe driving record, and have been licensed to drive for at least 2 years. May be required to use personal vehicle to drive to HGH locations in San Diego and Imperial Valley or to attend meetings, job fairs, seminars and/or to meet with vendors to establish and maintain strong working relationships.
• Must clear all required background checks.
• Must become a Certified LiveScan Roller.

Physical Requirements/Work Environment

While performing the duties of this job, the employee is regularly required to perform physical activity including walking, standing, sitting, reaching, carrying, lifting, bending, twisting, stooping and kneeling. The employee may be required to lift office equipment up to 30 lbs.

*Home of Guiding Hands is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex (including pregnancy, sexual orientation, or gender identity/expression), age, marital status, status as a protected veteran, among other things, or status as a qualified individual with disability.

About HGH

Home of Guiding Hands is a 501(c)(3) that was established in 1961 by a small group of concerned community members. The Mission of HGH is "to improve the lives of those we serve". We serve children and adults with intellectual and developmental disabilities such as Down syndrome, epilepsy, autism, and cerebral palsy. Each year, we provide support services to 4,500 people with intellectual and developmental disabilities within San Diego and Imperial Counties. With over 800 employees, we provide a full continuum of care including premium residential care in 29 specialized group homes, early childhood development, independent living support and on-site activity services at our resource center, located in El Cajon. Additionally, we provide life skills training, vocational assistance, free counseling, respite care, and county-wide transportation services.

Click here to apply to this role.

To see all our available career opportunities please visit: https://www.guidinghands.org/careers/