Human Resources Business Partner

ROLE:

The Human Resources Business Partner acts as a liaison and strategic business partner to leadership by providing consultative and hands on support to align the business strategy with people strategy to achieve the organization’s design and business goals. The HR Business Partner is a stakeholder for engagement; building strong relationships with managers and employees across the organization to gain insights, address concerns and ensure buy-in for Company & HR initiatives.

The Human Resources Business Partner will administer policies and programs for the departments they partner with in the following areas: Talent Acquisition, Change Management, Employment Law, Employee Engagement & Relations, Organizational Development, Compensation & Salary Administration, Performance Management, Data Analytics and various other HR-related programs/initiatives.

In this role, you will be the primary point of contact for a group of leaders/departments within the company, and will partner with these leaders by:

• Being a subject matter expert of Company’s People Strategy: Include monitoring recruitment procedures, from sourcing to hiring (creating a strong pipeline of emerging team members and leaders), building a strong employer brand to source qualified employees and achieve business goals, Data-Driven Decisions and Developing HR Competencies that focus on building expertise in all areas of HR: Talent Management, Compensation and Benefits and Employee Relations.
• Ensuring compliance in all areas of HR and of the employee life cycle: Talent Acquisition, Leadership Development, Employee Relations, Leave Management, Succession Planning, Managing Employee Performance, Benefits, Employee Engagement and Off-Boarding.
• In this role, you will partner with Senior Leadership to mentor, coach and develop the leadership team by creating comprehensive programs in partnership with leadership and Learning & Development; with a strong focus on core leadership competencies, leadership skills (communication, delegation, decision-making, business acumen, and change management).

CORE COMPETENCIES:

Talent Acquisition/Recruitment:

• Establishes recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs, opportunities and goals.
• Leads recruiting initiatives, focusing on three key metrics: quality of hire, time to fill and cost per hire.
• Sourcing candidates through networking, job boards, employee referrals, social media and active applicants
• Builds applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.
• Acts as a single point of contact for managers/supervisors regarding recruitment topics.
• Coordinates interviews, facilitating hiring and onboarding processes.
• Evaluates applicants by discussing job requirements and applicant qualifications with managers, interviewing applicants on consistent set of qualifications.
• Improves organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perks.
• Avoids legal challenges by understanding current legislation; enforcing regulations with managers; recommending new procedures; conducting training; following up-to-date hiring and onboarding practices.
• Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations; attending additional trainings.
• Explores the market best practices in the recruitment and staffing and implement appropriate best practices in the organization.
• Partner with leadership and marketing to set the social media communication strategy for different job profiles and functions in the organization.
• Monitors the labor legislation and implements required changes to keep the process compliant.
• Accurate record keeping by managing job requisitions, utilizing ATS (applicant tracking system), LinkedIn, Indeed and other sourcing sites.

Employee Engagement/Employee Relations:

• Promotes company mission, vision and values; contributing to the organization’s business goals and objectives.
• Support and design engagement programs that promote company culture and team member recognition.
• Partner with leadership to implement initiatives such as career development programs, team-building activities, and recognition programs to boost employee engagement.
• Facilitate open communication channels, including regular check-ins, team meetings, and feedback loops, to ensure employees feel heard and valued.
• Expands business partnership by assisting leaders in handling sensitive employee matters: conducting employee investigations, document investigation reports, and providing recommendations in alignment with best business practices, company policies, company culture and legislation.
• Proactively address employee concerns and implement meaningful changes based on feedback, strengthening the connection between employees and the organization.
• Provide training and guidance to managers on how to effectively engage their teams, focusing on building relationships, identifying areas where additional support is needed, providing updates and
• Partner with operations through consistent HR/Operator 1x1’s; focused on being an HR Professional who acts as business consultant and strategist to support the department and organization’s short and long-term objectives (addressing challenges, fostering a positive work environment and implementing changes to improve performance and engagement).
• Respond to subpoenas and complaints received (internal and external) in partnership with HR leadership and Counsel.
• Manage unemployment records by responding accurately and timely.

Compliance:

• Develop and maintaining compliant policies in alignment with HR SOP’s & Company Handbooks: creating and updating policies to reflect current laws and regulations, such as those related to hiring, compensation, benefits, leave management, terminations and all other HR-Related policies/practices.
• Stay informed about changes in practices, processes, laws and regulations at all levels (federal, state, and local).
• Promote a solid foundation for legal safety, a positive work environment, and long-term sustainability.
• Administer leave programs (FMLA, ADA & other LOA’s as applicable by state) in alignment with policies, practices, and legislation (federal, state, and local laws).
• Manage Workers Comp Claims by from beginning to closure filing claim, working closely with insurance adjusters to manage claim. This includes communicating with leadership, employee, insurance, and third-party administrator, maintaining records of all required documentation and notices for claim.
• Partner with leadership and security to identify and mitigate workplace risks to prevent injuries.
• Conduct job analysis to ensure job description and positions are compliant with legislation (FLSA, DOL, EEOC, Wage & Hour).
• Manage compliance reports (such as EEO-1, I-9, Work Comp Codes, DOL, etc.).

HRIS:

• Leverage technology, such as HR software and compliance tools, to automate processes, manage data, and track compliance effort.
• Administrator and act as the Subject Matter Expert of company’s HRIS systems: Talent Management, HR system, and Benefits.
• Maintains HRIS system records and create reports from the database to study and report on employee trends, developments, opportunities and feedback.
• Audit data of all HR systems to ensure accuracy.
• Conduct research and recommendations to HR leadership for the annual wage survey analysis.
• Accurate data-entry into HRIS systems.
• Process and approve employee changes in HRIS system, to include Processing and maintaining accurate HR related records (electronic and hard file) to ensure compliance. Processing and record retention includes but is not limited to: Status/Position/Pay Rate/Term changes and tracking of Leave of Absence/Disciplines/Licenses/Workers Comp and all other records relating to HR department and the life cycle of employee.

REQUIREMENTS/QUALIFICATIONS

• Minimum of five years of experience in Human Resources.
• On-site role (role requires employees to work at a physical office located at a designated resort location as identified by leadership).
• Demonstrated experience in employee relations including investigation techniques and conflict resolution.
• Excellent critical thinking skills: ability to define problems, collect data, establish facts and draw valid conclusions.
• Demonstrated experience in leave absence management to include knowledge of processes and requirements based on local, state, and federal law.
• Intermediate or higher skill level with Microsoft Office and HRIS.
• Ability to work independently on a broad variety of projects.
• Excellent communication skills oral and written; able to communicate effectively with all levels within the organization.
• Strong presentation skills; advanced writing, reading and arithmetic skills.
• Able to exercise effective judgement, sensitivity, creativity to changing needs and situations.
• Able to establish and maintain healthy working relationships with people in course of work at all levels of the organization.
• Effective time management skills with the ability to prioritize multiple projects.
• Excellent customer service skills.
• Additional languages preferred (Tagalog/Ilocano)