HR Business Partner III

Description

JOB SUMMARY: The HR Business Partner III provides effective consulting, advice, and coaching by providing Human Resources services at a professional and strategic level and carrying out responsibilities in the functional areas such as (but not limited to): compensation, policies and procedures, performance and talent management, employee relations, training and development, and employee programs to maintain BestCare’s reputation as an employer of choice.

ESSENTIAL FUNCTIONS:

HR Programs: (60%)

• Provides support to the administration of human resource programs including, but not limited to, compensation, policies and procedures, employee relations; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition and monitoring staff morale; training and development, and employee programs;
• Provides support and recommendations to ensure consistent application and compliance with regulations, communication, employee relations and investigations; 
• Responsible for working with management to create and update job descriptions in the job families and organizational format aligned with creating natural career paths and avenues for staff to grow and develop; makes recommendations for appropriate placement of positions on the wage scale based on responsibilities, bona fide occupational qualifications, and market data;
• Provides support for using and updating BestCare’s compensation plan by participating in salary surveys, determining wage offers for new hires, transfers or promotions, and conducting pay equity analyses to make recommendations as needed to maintain internal equity and keep BestCare’s pay ranges competitive with the job market for each position;
• Serves as a consultant and resource for leaders and staff to encourage and promote growth and development, available programs and resources, conflict resolution, understanding the rights and responsibilities of each, and providing guidance as needed;
• Provides support for developing, updating, and implementing policies, procedures, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs (i.e. SOPs, Employee Handbook, Administrative Policies, etc.);
• Provides support for new supervisor training and guidance on the full scope of performance management, including job orientation/setting expectations for new hires, mentoring and regular interactive one-on-ones with direct reports, providing   regular positive and constructive feedback, documenting interactions, and promptly managing performance and/or behavioral issues as needed;
• Facilitates, creates, and/or provides other training (including orientation) to the workforce and leaders as needed and directed;
• Provides support for employee recognition, engagement, and wellness programs;
• Participates on the Safety Committee to support meetings, goals, initiatives, etc.;
• May provide support for the analysis, maintenance, and communication of records required by law or local governing bodies, audit agencies, or other departments in the organization as directed;
• Provides support for creating executive and management reports as directed by collecting, analyzing, and summarizing data and trends as directed;
• May provide other related services as needed and directed.

Employee Relations: (40%)

• Provides day-to-day coaching, consulting, and advice to all leaders and staff to encourage and promote mentoring, growth and development, natural career paths, available programs and resources, conflict resolution, understanding the rights and responsibilities of staff and leaders, and other guidance as needed;
• Conducts meetings with program directors/supervisors and provides HR advice on employee performance and relations issues as needed and directed;
• Conducts confidential investigations of employee and/or supervisor complaints or issues as assigned;
• Assists with planning, leading, developing, coordinating, and implementing policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs;
• Assists with HR Compliance-related activities, audits, and obligations as directed;
• Provides day-to-day performance management guidance to line managers (for example mentoring, career planning, regular 1x1’s, setting goals/KPI’s, coaching, etc.);
• Helps program directors/supervisors deal with organizational, people, and other change-related   issues.

ORGANIZATIONAL   RESPONSIBILITIES: 

• Performs work in alignment with BestCare’s mission, vision, values;
• Supports the organization’s commitment to fostering and maintaining a culture of inclusivity, open-mindedness, equity, cultural awareness, compassion, and respect for all individuals; 
• Strives to meet annual Program/Department goals and supports the organization’s strategic goals;
• Adheres to the organization’s Code of Conduct, Business Ethics, Employee Handbook, and all other policies, procedures, and relevant compliance standards;
• Understands and maintains professionalism and confidentiality per HIPAA, 42 CFR, and Oregon Statutes;
• Attends required program/staff meetings and completes assigned training timely and satisfactorily;
• Ensures that any required certifications and/or licenses are kept current and renewed timely;
• Works independently as well as participates as a positive, collaborative team member;
• Performs other organizational duties as needed.

Requirements

REQUIRED COMPETENCIES: Must have demonstrated competency or ability to attain competency for each of the following within a reasonable period: 

• Proven knowledge and abilities to perform in the areas of compensation, employee relations, project management, facilitation, training, process development, research, analysis and problem solving;
• Demonstrated knowledge and understanding of HR best practices, Labor Law, and fair and inclusive workplace 
• Proficient HR administration and people management skills;
• High proficiency in MS Office 365 (Word, Excel, Outlook, PowerPoint, Teams), HRIS databases, virtual meeting platforms, internet, and ability to learn new or updated software;
• Consistently operates with a sense of accountability and ownership; 
• Ability to work collaboratively with a spirit of cooperation and compassion;
• A sense of urgency, follow-through, and reliability;
• Proven decision-making and organizational skills with strong attention to accuracy and detail;
• Strong verbal communication and consulting skills with a demonstrated ability to communicate effectively across all levels of the organization;
• Well-developed writing and presentation capabilities;
• Ability to work independently and exercise good judgement due to need for strong decision-making and problem-solving, sometimes under urgent/stressful circumstances;
• Confirmed high level of professionalism in dealing with confidential and sensitive issues; demonstrated ability to act with discretion, sensitivity, and confidentiality as appropriate;
• Versatility, flexibility, and a willingness to work within constantly changing priorities while being comfortable working multiple projects under pressure and meeting tight deadlines;
• Ability to deal effectively with a diversity of individuals at all organizational levels;
• Commitment to excellence and high standards; and a willingness to go beyond expectations;
• Strong interpersonal and customer service skills with ability to build and maintain positive relationships;
• Ability to maintain strict confidence as required by HIPAA, 42 CFR, Oregon Statutes and HR best practices;
• Ability to manage conflict resolution and anger/fear/hostility/violence of others appropriately and effectively;
• Ability to work effectively and respectfully in a diverse, multi-cultural environment;
• Ability to work independently as well as participate as a positive, collaborative team member.

QUALIFICATIONS:

EDUCATION AND/OR EXPERIENCE:

• Bachelor’s degree in human resources or related field (required) or equivalent in education/experience
• Minimum of 5 years of proven experience in HR working as a People Partner, HR Manager, HRBP or similar role is required
• Minimum 3 years’ knowledge and experience working with compensation plans 
• Successful experience in an HR role with responsibility for problem-solving, research, analysis, and reporting

LICENSES AND CERTIFICATIONS:

• SPHR/PHR or SHRM-SCP/CP Certification and the ability/commitment to keep active
• Must maintain a valid Oregon Driver License or ability to obtain one upon hire and be insurable under the organization’s auto liability coverage policy (minimum 21 years of age and with no Type A violations in the past 3 years, or three (3) or more Type B violations) and must have a reliable vehicle with adequate insurance to travel as needed.

PREFERRED:

• Master’s degree in Human Resources or related field
• Bilingual in English/Spanish a plus