Job Details

Scottsdale - Scottsdale, AZ Full Time 4 Year Degree Human Resources

Description

Position Summary

The HR Business Partner (HRBP) will play a crucial role in advancing our multisite nonprofit organization by aligning HR strategies with our organizational goals. This position will be essential in creating a vibrant, mission-driven environment that not only achieves its objectives but also attracts, inspires, and retains top talent across all locations.

Essential Functions:

General

Act as a business partner to all levels of management and employees and executes professional HR objectives, practices and policies to meet business needs
Provide HR partnership, for both strategic and tactical initiatives, day to day HR support and execution of strategies for the entire organization
Leverage HR metrics and analytics to gain actionable insights, optimize performance, and improve employee retention. Use these insights to craft forward-thinking strategies and drive continuous improvement.
Ensure adherence to company Human Resource policies and government regulations while introducing best practices that support both operational excellence and compliance.
Provide support to employees by addressing inquiries and questions, and offers guidance on policies and procedures
Investigate and lead confidential employee complaints and allegations of policy or procedural violations
Advise and support management in matters related to employee discipline, improvement plans, and termination hearings/meetings
Serve as primary point of contact for leadership and employees; drives to understand programs and their strategic initiatives
Provide guidance around workforce planning, strategy and operations, and HR practices.
Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions)
Compile and generate comprehensive HR reports monthly, focusing on key metrics such as employee performance, turnover rates, and engagement levels
Use HR metrics and analytics for data-driven decision-making to improve performance and retention.
Based on the data analysis, provide actionable recommendations to improve HR strategies, processes, and practices
Assist with special projects and perform other duties as assigned

HR Compliance and Audit Readiness

Maintain in-depth knowledge of compliance requirements related to day-to-day management of employees, ensuring regulatory compliance. Partners with the legal department as needed/required
Stay informed of federal, state, local, industry, regulatory agency and other laws relevant to our business
Conduct regular self-audits for all auditable areas of responsibility, participates in and assists Program management in annual site and program audits to ensure compliance as demonstrated by positive outcomes of the external audits
Maintain knowledge of legal requirements for employers, and implements updates as needed, to remain compliant for company policies and the Employee Handbook

Employee/Manager Support

Nurture an inspirational culture and positive work environment through developing high trust relationships across the organization, and seeks to ensure that each HR transaction is supporting a mutually beneficial employee/employer relationship
Champion change by demonstrating a continuous improvement mindset and work style and provides support to employees in times of change
Partner with leadership to effectively manage cultural and organizational change; ensures change is linked to the strategic needs of the organization minimizing employee dissatisfaction and resistance to change; and models continuous improvement and change
Administer, monitor, and analyze the employer-employee relationship; manages performance; ensures that relations with employees comply with applicable federal, state, and local laws and regulations; resolves workplace disputes; fosters a work environment in which people will choose to be motivated, contributing, and happy; and ensures the employer-employee relationship is one of reciprocal value
Deliver best in class practices for performance management, talent review, succession planning, training, and development

Qualifications

Requirements

Education/Experience/Knowledge/Understanding

Bachelor’s degree in Business, Human Resources, Organization Management or related field
Minimum of 3 years progressive HR Generalist/Business Partner experience
Strong knowledge and understanding of HR functions and competencies in the areas of compliance, employment law, employee relations, audits, HRIS and reporting

Skills

Must have strong work ethic, and a reputation for the highest degree of integrity and mature business
judgment
Strong ability to collaboratively engage with leaders to create, identify, and implement solutions to
further the effectiveness of the business
Has strong ability to generate ideas; show creativity and provide solutions
Excellent verbal, written, and listening communication skills, including the ability to convey information clearly, effectively, tactfully, and patiently to a diverse audience
Ability to negotiate conflict and lead conflict resolution while maintaining strong working relationships at
all levels of an organization
Advanced interpersonal skills and positive demeanor with the ability to build rapport and garner trust with others
Strong public speaking and presentation skills
Effective organization and time management skills with the ability to manage multiple projects simultaneously and work in high-pressure situations
Involve the right people to develop plans, establish clear goals and accountabilities; develops realistic action steps, identifies potential problems and solutions
Proficient in the use of a PC in a Windows environment; in the use of the Internet; and in the use of MS Office Applications such as Outlook, Word and Excel, PowerPoint
Proficient in the use of HRIS systems

Abilities

Thrive in a service-centric organizational model
Demonstrate both a drive for results and focus on people
Work independently and collaboratively as part of a team
Understand and solve problems by applying intermediate analytical skills to include collecting all the relevant information and data needed to address the problem; organizing, classifying and synthesizing the data into fundamental issues; from the information, identifying the most probable causes of the problem; reducing the information down into manageable components; identifying the logical outcomes from the analyses of the data collected; and, identifying the options and solutions for addressing the problems analyzed
Willingness and ability to embody Childhelp’s core values of Acting with Honor and Character, Being Open and Receptive, Caring About and Relating to Others; Nurturing Diverse Relationships; Performance Excellence; and Inspirational Leading & Managin

Physical Demands

In the course of performing the essential duties one must be able to exert up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects.
No substantial exposure to adverse environmental conditions (such as in typical office or administrative work.)

Childhelp

New Jobs

Human Resources Business Partner