Sr HR Business Partner

Sr HR Business Partner

We’re looking for colleagues who are ready to Think Big, Go Fast, Deliver Awe, and Win Together. These core values embody our diverse and inclusive culture and help us live out our mission of “getting people the care they need when they need it.” Over the last 30 years, our company has established itself as the market leader in managed care for the workers’ compensation industry. We are committed to making a positive impact in the lives of the injured workers we serve, and we have fun doing it.

Salary Range: 86,000.00 - 141,800.00 Salary
Salary may vary based on location, years of experience, qualifications, and skill set.

Benefits Summary:
In return for your commitment to our company’s mission, we offer a vast array of benefits to help support the whole you.

• Opportunities to work from home
• Competitive wages with opportunities to earn annual merit increases
• Paid development hours to use for professional and community development!
• Generous paid time off, 8 company holidays, and 2 floating holidays per year
• $1,000 Colleague Referral Program
• Enterprise Recognition Program rewarding colleagues for their extraordinary work
• Exclusive discounts on travel, activities, and merchandise via work discount program
• Colleague Assistance Program that provides free counseling and financial services
• Tuition Reimbursement Program including certifications
• Quantum Health: A healthcare navigation platform to help our colleagues make the best, most cost-effective healthcare decisions
• Medical, dental, and vision insurance
• Pre-Tax FSA and HSA health savings accounts
• 401(k) matching
• Company paid life insurance
• Company paid short term and long-term disability
• Referral program
• Healthcare concierge
• The One Call Foundation which aims to help colleagues during unexpected emergencies, from car accidents to natural disasters.

The HRBP serves as a consultant to management on Human Resource related issues. The successful HRBP will act as an employee champion and change agent. Reporting into the Sr. HRBP, the HRBP assesses and anticipates HR-related needs, seeks to develop integrated solutions, and formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.

GENERAL DUTIES & RESPONSIBILITIES:

Strategic Support: 30%

• Works closely with Sr. HRBPs to provide HR guidance and support to front line managers on HR strategy, workforce planning, employee retention, employee relations, management coaching, performance management and change management.
• Engages the HR Centers of Excellence (COE’s) to leverage subject matter experts in Compensation, Talent Acquisition, and Talent Management to achieve desired business objectives for internal business clients.
• Provides recommendations and assistance to Sr. HRBPs, employees, and managers on HR policies, programs, and procedures.
• Resolves HR inquiries or escalates to the appropriate individual depending on severity.
• Assists in the preparation and delivery of HR training materials, e.g., new hire orientation, health and safety, workplace accommodation, performance management.
• Works with leaders to create and revise job descriptions when business needs dictate.
• Assists Sr. HRBPs in the planning and execution of strategic HR projects, programs, and initiatives.

Employee Relations: 35%

• Advises, coaches, and counsels managers and employees on employee relations issues to promote positive relationships between managers and employees (minimizing legal risk and supporting company values).
• Investigates employee grievances and complaints. Conducts an analysis of the findings and takes appropriate action as needed.
• Facilitates onboarding and off-boarding, including managing logistics with appropriate teams (e.g., IT, Payroll).
• Reviews new hire and exit survey data and conducts interviews when appropriate.
• Assists front-line management and individual contributors in questions regarding compensation, recruiting, promotions, equity adjustments, and related actions. Engages HR centers of excellence as appropriate.
• Identifies business case for position eliminations or other types of involuntary terminations. Makes recommendations for employment action and coordinates all related off-boarding activities.
• First contact point for all workers’ compensation claims and reports of workplace accidents. Ensures that the incident report form is completed and provides information to the Total Rewards team so a claim can be filed with the insurance company.
• Provides guidance to management on FMLA and ADA obligations and best practices.
• Advises employees on their FMLA and ADA rights and answers questions regarding the application process and eligibility requirements. Coordinates with the Total Rewards team on the review and processing of FMLA claims and ADA accommodation requests.
• Act as resource to employees in the interpretation of company policy and ensures that employee perspectives are heard and considered.

Data Integrity and Documentation: 25%

• Ensures proper employee documentation and records in HR systems, compiling reports as needed.
• Develops routines around talent management reporting, including (but not limited to) annual reviews, commitments, and org design.
• Analyzes data to identify trends and make recommendations to Sr. HRBPs and functional management while maintaining confidentiality.
• Proactively reviews HR reporting such as turnover, exit interview, etc. and makes recommendations for positive interventions where needed.
• Supports leadership efforts to communicate and implement action plans for their Voice of the Employee Engagement Survey results.
• Maintains accurate HR system information through educating leaders on the processes or entering information personally.

Compliance: 10%

• Ensures compliance with all federal, state, and local laws, including but not limited to FLSA, NLRB, FMLA, ADA, FCRA, Form I-9, wage and hour issues, employee harassment training, sick leave, etc.
• Maintains knowledge of all federal and state employment laws and ensures that HR practices are compliant. Provides proactive coaching and leadership guidance to leaders and managers to mitigate risk and ensure compliance with legislation and company policies.
• Responds to unemployment claims and provides necessary documentation to contest claims where appropriate. Participates in unemployment claim hearings as needed.
• Develops, implements, reinforces, interprets, and modifies HR policies, programs, and procedures. Audits HR policies, programs, and procedures against relevant legislation and best practices and recommends improvements. Works with the Talent Acquisition team and administrative support partners to ensure new hire onboarding, orientation, and I-9 Forms are completed timely and in accordance with law.
• Performs other duties as assigned.

EDUCATIONAL AND EXPERIENCE REQUIREMENTS:

Bachelor’s degree (B.A. or B.S.) in a related field and a minimum of 4-6 years of relevant experience in a medium to large size Corporation and/or an equivalent combination of education, training and/or work experience. HR certification such as PHR preferred.

PHYSICAL/EMOTIONAL DEMANDS & WORK ENVIRONMENT:

• For roles located in office or home settings, this job is primarily sedentary and may involve repetitive motions. The employee is regularly required to sit, use hands and fingers, speak, and hear.
• For roles located in the field, this job is primarily active. The employee is regularly mobile and must be able to utilize transportation (such as driving), sit, use hands and fingers, speak, and hear.
• The employee is occasionally required to stand, walk, and lift objects (up to 10lbs weight; up to 4 ft. height).
• Specific vision abilities required by this job include ability to see things from a close distance and ability to adjust focus
• The work environment utilizes florescent lighting; noise level is moderate.
• The emotional demand of the job may cause undue stress from, but not limited to, moderate/heavy workload.
• Reasonable accommodations will be individually assessed and possibly made to enable individuals with disabilities to perform the essential functions of the position.
• Please be advised this job description is subject to change at any time.

Recommended Skills

• Administration
• Auditing
• Business Planning
• Business Requirements
• Change Management
• Claim Processing