Culture & People Business Partner

ARAG North America•Des Moines, IA

19h

About The Position

ARAG is hiring a Culture & People Business Partner to support Employee Relations, Performance Management, and Learning & Development initiatives. This role helps translate real team member needs into meaningful development programs while partnering closely with leaders to strengthen ARAG’s culture and team member experience. The ideal candidate is a consultative and collaborative HR professional who builds trusted relationships across an organization, is highly detail-oriented, and genuinely passionate about creating a positive, consistent team member experience.

Requirements

Working knowledge and understanding of general Human Resources best practices.
Demonstrated understanding of management practices, general employment practices, performance management, and employee relations.
Knowledge of HR related issues, including compliance such as COBRA, FLSA, ADA, FMLA, ERISA, DOL, OSHA and EEOC reporting requirements, federal, state, and local laws.
Experience working with an HRIS system. ADP experience preferred.
Experience working with a Learning Management system.
Demonstrated knowledge of development and talent management.
Excellent computer skills in a Microsoft Office Windows environment. Must include working knowledge of Microsoft Word, Excel, and PowerPoint.
Must be able to maintain a high degree of confidentiality.
Requires critical thinking, problem-solving and analytical skills.
Excellent listening, oral and written communication skills.
Must be able to deal with conflicting points of view and demonstrate integrity and fair-mindedness.
Strong judgment in assessing and escalating employee relations matters.
Requires strong organizational skills and the ability to work in a fast-paced team environment with shifting priorities. High attention to detail is a must.
Demonstrates an ability to manage workload and meet deadlines on a consistent basis.
Ability to be flexible and to adjust thinking and behavior to changes in the work environment.
Ability to work collaboratively and effectively with individuals at all levels within the organization.
Strong interpersonal, relationship building and active listening skills that foster teamwork, commitment, and collaboration.
Ability to influence team members and achieve results in areas without direct responsibility.
Ability to confront others directly, but professionally.
4+ years’ related experience.
Employee Relations experience required.

Nice To Haves

ADP experience preferred.
Experience coordinating training or development programs preferred.
PHR/SHRM-CP Certification preferred.

Responsibilities

Takes ownership of the performance management process, ensuring fairness and consistency across the organization.
Manages the completion of performance reviews, monitoring progress, coordinating follow-up actions, and maintaining oversight of system operations.
Serves as the first point of contact for employee relations questions, concerns, and workplace issues, providing timely, empathetic, and consistent support.
Conducts initial fact-finding for employment matters and maintains organized, confidential files.
Advocates and champions others to resolve conflicts.
Brings forth concerns, collaborates, and keeps Senior Manager, Culture & People updated on performance issues and their status for specific departments.
Provides guidance and recommendations to managers to optimize their team members’ performance, reviewing evaluations, supporting coaching, counseling, and disciplinary efforts.
Establishes a positive employer-employee relationship and promotes high team member morale and motivation.
Appropriately tracks and maintains records of team member issues, concerns, and documentation.
Conducts workplace investigations when complaints or concerns are brought forth.
Reviews and guides management recommendations for employment terminations.
Leads voluntary and involuntary termination meetings and exit interview processes.
Prepares corrective action, disciplinary, and separation documentation.
Monitors employee relations themes and partners with Culture & People leadership to address root causes through education, communication, or process refinement.
Ensures consistent, fair application of policies and procedures in alignment with organizational values.
Owns administrative and operational components of ARAG’s learning & development programs.
Provides recommendations on development opportunities for team members and leaders.
Advocates for personal, professional, and leadership development at ARAG.
Manages the Learning Management System (LMS) strategy and e-learning content.
Maintains and updates the organization’s learning calendar.
Sources, evaluates, and recommends external learning content, microlearning, and vendor-provided training.
Serves as the first point of contact for team members looking to grow in their roles.
Provides hands-on execution of learning & development processes, including supporting development planning, coordinating logistics, and creating/updating materials.
Consults with leaders and team members to analyze and understand development needs.
Manages vendor relationships, conducts outsourcing assessments, evaluates prospective vendors, and addresses vendor-related issues.
Collaborates with Communications Manager to coordinate increased engagement and culture alignment with training initiatives.
Collects feedback, analyzes learning effectiveness, and provides insights for continuous improvement.
Manages and/or contributes to projects related to development initiatives.
Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices.
Works closely with Culture & People leadership on the implementation and administration of policies and processes, making recommendations for modifications and updates.
Maintains HRIS data integrity related to training, development, and employee relations documentation.
Keeps current with industry trends, best practices, regulatory developments, and employment law, providing informed recommendations.
Maintains a positive environment by actively supporting and promoting department and company objectives.
Serves as a positive role model by representing ARAG at its Best.
Performs other duties and special projects as assigned.