Campus Pride Jobs

Reference #: 5001085409906 Director - Human Resources Business Partner

#ELW-19698 | Posted 12/03/2024 Multiple Locations  + 2 more

Director - Human Resources Business Partner

#ELW-19698 | Posted 12/03/2024

Multiple Locations + 2 more Apply for this job now!

Job Description

POSITION SUMMARY: As a key member of assigned large-sized operational unit leadership team(s), the Strategic Human Resource Business Partner, Director (SHRBP) is a transformational leader responsible for driving Elwyn's Core Values throughout its culture by developing and administering people strategies through aligning business objectives with employees and operational leadership and providing effective strategic human resources leadership to build a best-in-class culture. The SHRBP serves as an internal consultant to operational leadership on human resource-related issues, acts as an employee champion and change agent, identifies, and prepares development plans for the key employees and high potential employees, leads change management initiatives, and manages HR-related internal and external communication. The SHRBP assesses and anticipates core HR and related needs, proactively communicates needs with our HR department and operational leadership and seeks to develop integrated solutions in collaboration with appropriate shared corporate service departments and other resources. The SHRBP formulates partnerships across the HR function and other shared corporate service departments to deliver value-added services to operational leadership and employees which reflect the business and operational objectives of the organization. The SHRBP maintains an effective level of business and operational acumen about the unit's financial position, its short-, mid- and long-range plans, its culture, and its competition. DUTIES AND RESPONSIBILITIES: Partners with assigned operational leadership team(s) as the SHRBP to support the organization's core values, mission, vision and philosophy and overall operational goals, objectives, and initiatives by recommending, advising and developing HR strategies and best practices, programs, processes and initiatives, ensuring operational compliance with all local, state and federal employment regulations and statutes and organizational policies Consults with all levels of operational leadership, providing HR guidance when appropriate Works closely with operational leadership and employees to improve work relationships, build morale and employee engagement, increase productivity and retention, build rewarding and recognition programs and initiatives, and drive the building of a best-in-class organizational culture Provides day-to-day performance management guidance to operational leadership at all levels in all areas of HR including but not limited to coaching, counseling, career development, disciplinary actions, problem resolution on employment issues and ensures standard application of corporate policies and procedures in all actions. Assists employees and managers in performance management processes, including setting expectations/ objectives, providing effective feedback, formal performance evaluations, and recognition and rewards Conducts regular meetings with respective assigned business or operational units leaders at all levels Provides HR policy guidance and interpretation to assigned service area and its employees and leaders Analyzes trends and metrics pertaining but not limited to employee personnel information and data, turnover analysis, employee satisfaction, EEO, promotions, etc. in partnership with the HR group to develop solutions, programs, and policies to increase retention, employee satisfaction, employee development and cultural competencies Coordinates with Talent Acquisition and operational leadership in assisting with selection and recommendation of new hires, promotions, and transfers; assists operational leadership in the interview and selection process of new leadership pos tions Provides guidance and input on business or operational unit restructures, right-sizing, workforce planning and succession planning through identifying and developing high-potential employees and leaders Identifies training needs for business units and individual coaching needs In coordination with Learning and Development, participates in evaluation and monitoring of training programs to ensure success; recommends and provides input into the development and implementation of training programs on various topics, including but not limited to preventing harassment, performance management, effective leadership skills, employment compliance, interviewing skills trainings, and new employee orientation; and follows up to ensure training objectives are met Other duties as assigned IMMEDIATE SUPERVISOR: Executive Director, Strategic Human Resource Business Partnerships DIRECT REPORTS: HRBP generalist(s) CONTACTS:  Elwyn staff at all levels; applicants for employment; vendors; government, community and regulatory agency representatives EDUCATION/EXPERIENCE/SKILLS REQUIREMENTS: High school diploma with human resources certification (any of the following preferred: PHRca/SPHRca /SPHR/PHR/SHRM-SCP/SHRM-CP/CCP/CEBS/CBP) and, in lieu of bachelor's degree, the equivalent relevant work experience required; bachelor's degree in business administration, human resources, industrial relations or related field of study preferred Ten (10) years' experience in a human resources (generalist preferred) with two (2) years in a leadership role working collaboratively with all levels of employees, from individual contributor to senior leadership Four (4) years of supervisory experience Demonstrated strong applied functional HR experience in the following areas required: Development and implementation of employee engagement activities; employment law/compliance, governance, documentation; developing and implementing organizational development programs, including succession and workforce planning; performance management; complex employee and labor relations activities; and change management principles Demonstrated applied functional HR experience in at least three (3) of the following additional areas: Full life-cycle talent acquisition activities; learning and development, including training facilitation; benefit and compensation administration; HR technology strategies, automation, and systems, including HRMS administration and HR reporting and analytics; workplace safety; development and implementation of diversity and inclusion initiatives; organizational effectiveness; reward and recognition; HR vendor management; and mergers and acquisitions Business and organizational acumen Previous experience working within and managing a unionized workforce preferred Non-profit human service experience preferred Analytical, problem-solving, and decision-making skills Demonstrated ability to work effectively as part of a team Demonstrated ability to work in a fast-paced environment and multitask with often competing priorities Must possess excellent customer interaction, negotiation, collaboration, and written and verbal communication skills Demonstrated knowledge and experience with: Development of human resources initiatives, programs and processes required Assisting with training assessment, development and delivery, adult learning theory, and principles to ensure transfer of learning; leadership development preferred Administering diversity and inclusion initiatives, including administering AAP strategies, initiatives and outreach preferred Full life cycle recruitment and development of talent acquisition strategies preferr