HR Business Partner

General Summary: Under general supervision of the HR Employment Manager, the HR Business Partner will collaborate with and support one or more of CCRC’s divisions (Subsidy, Head Start, Resource & Referral, Family Well Being, or Administration)  and will work in partnership with management to address operational, talent, and talent life cycle–related issues, including change management, organizational development, culture, employee relations, workforce planning, talent growth, development, and coaching. This position will proactively translate the group’s business strategies into Human Resources solutions that best enable the team to meet its strategic objectives. The HR Business Partner will champion the organization’s culture and develop solutions to achieve business objectives and be a point of contact for employee questions and concerns.  This position will also manage and complete various HR related projects in support of the department and Agency goals. 

Job Specifications

Minimum Required

Education/Experience: BA/BS in Human Resources, Business Administration, or related field from four-year College or University; or minimum of (5) years of progressive Human Resources experience.

Experience: Minimum of 3 years of Human Resources Generalist experience with a focus in Employee Relations and Recruitment.

Technical Requirements:
Must have advanced knowledge of general office procedures and demonstrate excellent organizational and computer skills specifically in Microsoft Word, Excel, and Outlook e-mail. Ability to type 50+ wpm.

Behavioral:
Analyze information, results to choose the best solution/solve problems;
Effectively build relationships with customers, management, and other stakeholders through positive interaction and problem identification and resolution;
Maintain cooperative, diplomatic working relationships with co-workers & supervisors; work effectively as part of a team and collaborate with colleagues while maintaining a positive work ethic;
Demonstrate excellent judgment and decision making skills;
Prioritize responsibilities with the ability to effectively organize workload to ensure that time frames are met and the work is successfully completed within established deadlines.  Able to effectively multi-task and work at a fast pace with the ability to be flexible and adapt to a rapidly changing work environment;
Demonstrate project management skills including the capability to provide thought leadership;
Effectively articulate a point of view and communicate information that is relevant to the business;
Strive for continuous improvement in process and learning; Demonstrate effective listening, verbal, written communication skills, and ability to effectively work with the public.
Maintain confidentiality in accordance with Agency policy and legal requirements.
Be honest, reliable and dependable.
Respect and maintain rights and privacy of all staff.
Attend appropriate trainings, meetings, and seek out developmental opportunities.

Travel:
Automobile, current auto insurance, current California Driver’s License and DMV clearance required. Minimal travel in CA required.
Travel to CCRC’s San Bernardino office may be required on a monthly and/or as needed basis.
Travel to CCRC’s Victorville office may be required on a bi-monthly and/or as-needed basis.
Travel to CCRC’s the Antelope Valley office may be as needed.

Work Schedule: Full time, typically M-F

Work environment: Working in an office work environment; ambient temperature and noises, indoors

Preferred

All minimum requirements above met, plus:

Professional/Technical Certifications: PHR or SHPR preferred.

Essential Duties And Responsibilities
Within a team environment, this position will perform the following responsibilities:

Employee Relations (60%)

Creates, develops, interprets, and applies various policies and procedures (Employee Handbook) equitably & fairly throughout the Agency.
Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance (federal/state).
Responds to employee relations issues such as employee complaints, harassment allegations, and civil rights complaints in a timely manner.
Provides advice and counsel to management on appropriate resolution of employee relation issues. Reviews and makes recommendations on plans for corrective action including performance counselings.
Provides day-to-day guidance, coaching and support to management and staff regarding employee relations issues and performance behaviors.
Conducts investigations and makes recommendations regarding issues of disputes or misconduct.
Partners with HR Specialist by administering performance review program to ensure effectiveness, compliance, and equity within the Agency. Manages the employee exit process including conducting exit interviews to determine turnover trends; attends unemployment insurance claim hearings.

 Recruitment (15%)

Manages all aspects of assigned recruitment to include creative sourcing of candidates, internal and external posting of open positions, all advertising, review of incoming resumes, screening applicants, referring qualified candidates to hiring manager for interviews, correspondence with job applicants, initiating background screening, preparing and sending offer letters, coordinating internal transfers and promotions while ensuring all recruitment documentation is in place.
Works with the Recruitment Supervisor to identify, negotiate, manage and select the best advertising strategy for each position to attract and source a diverse selection of candidates for open positions as needed.
Interprets and implements the agency’s Affirmative Action Plan and ensures recruitment and selection procedures provide equal employment opportunities for attracting, sourcing, selecting, and employing a diverse workforce including both internal and external applicants.
Ensures that the pre-employment background screening policy and process is followed for new hires, temporary staff, interns, and volunteers, including the completion of all references; ensures that post-offer requirements are met prior to start date including Live Scan, criminal records, education, employment, drug screening, and health clearances. When discrepancies or issues arise, advises HR Employment Manager and provides expert advice for hiring managers to facilitate a decision and resolution. Manages the adverse action process for all applicants who fail the background check process, ensuring that proper information is provided which allows candidates an opportunity to dispute discrepancies. Once approved, withdraws offers as required.  Manages recruitment activities through UltiPro’s Applicant Tracking System (‘ATS’) and maintains an applicant tracking database which includes AAP and OFCCP data:
Gather and provide all data required for the plan and ensures that all data is maintained for plan analysis
Oversees the internal employee job posting and transfer process as needed.
Prepares and/or inputs data for monthly reporting as required.
Works with the Recruitment Supervisor to identify, negotiate, manage, and select the use of permanent placement and temporary agencies with oversight by HR Employment Manager.
Monitors temp assignments and ensures all approvals are in place and temps are active within the allowed timeframe.
Ensures that the HR Assistant has timely, accurate temporary staff bill rate and hourly rate information to process all temp agencies’ bills.
Ensures that the required background checks and orientation for Agency Volunteers and Interns are completed satisfactorily.
Conducts onboarding check–in’s with new employees inquiring about their onboarding experience, relationship with their supervisor, and access to systems, tools and training. Provides HR and managers with specific and aggregate information and suggestions to improve the onboarding process.

Benefits, Leaves Management & Safety Program (5%)

Responds to employee’s immediate benefits questions for clarification; such as Medical, Dental, FSA, Vision, & 403(b) plans and the Agency’s and leave of absences policies and procedures
Assists Sr. Benefits Specialist & Benefits Specialist with various benefit related tasks such as assistance with open enrollment. Observes safety and security procedures; determines appropriate action beyond guidelines; reports potentially unsafe conditions timely. Participates in Safety Walk-Throughs at various facilities as needed.

Additional Tasks and Projects That Could Be Assigned (20%)

Supports the Training and Development Manager and the Agency’s training efforts by individually or team teaching, delivering, or creating training programs on various management related topics.
Troubleshoots issues with Recruiting Module in UltiPro (ATS), tracking of PCNs in AI, and supports the development of new and updated modules.
Affirmative Action Plan:
Leads the AAP process for the Agency with oversight by the HR Employment Manager.
Gather and provide all data required for the plan analysis and ensures that all data is maintained for plan analysis.  Interprets prepares and implements the agency’s Affirmative Action Plan.
Maintains the Agency’s compensation structure by working with the VPHR and compensation consultant as needed. Provides guidance on compensation questions and works with management to ensure that internal equity is being monitored.  
Coordinates with managers and employees to implement training schedules for Partners in Excellence training, regular training, and for current employees to maintain, improve and develop new job skills.
Updates, plans, and facilitates New Hire Orientation to foster positive attitudes toward our Agency’s mission; ensures content of orientation is current and covers all critical policies. Coordinates Orientation presenters.
Ensures that the onboarding process is current, including maintenance of current onboarding paperwork and information.
Position Control/Budgeting: Completes quarterly audits of PCN/AI database information including weekly updates in AI to ensure consistent accuracy.
Manage and complete various HR related projects as necessary.
Non-Essential Duties And Responsibilities

These duties include tasks that are required and comprise less than 5% of daily functions for this job:

Acts as liaison for staff.
Attends job fairs and community events to promote the agency and acts as a representative of the company recruitment events as needed.
Develops project plans; coordinates projects; communicates changes and progress; completes projects on time and budget.
Manages difficult or emotional employee situations; responds promptly to staff needs; solicits employee’s feedback to improve service; responds to requests for service and assistance.
Completes other duties as assigned.

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