HR Business Partner II

ENFRA LLC•Metairie, LA

About The Position

The Corporate HR Business Partner II is responsible for aligning business objectives with employees and management within the corporate business unit. This role formulates partnerships across the HR function to deliver value-added services that support the organizations business objectives. The Corporate HR Business Partner II works closely with HR Operations and HR Shared Services to bridge different HR functional areas. Lastly, HRBP II provides direct support to the VP of HR on a variety of special projects within the Corporate HR function.

Requirements

High School Diploma or GED.
5 plus years of experience in Human Resources.
Possesses thorough knowledge of most HR subjects (specifically those listed above).
Ability and interest to learn autonomously
Excellent organizational skills and attention to detail.
Possesses a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to foster teamwork.
Ability to build collaborative relationships.
Strong ability to maintain diplomacy, tact, and confidentiality in all matters.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Proficient with Microsoft Office Suite or related software.
Excellent verbal, interpersonal, and written communication skills.
Willingness to tackle various ongoing projects in a fast-paced environment.
Ability to multitask and perform duties outside of the scope of work when necessary.

Nice To Haves

Bachelor's degree in Human Resources, Psychology, Business, or related discipline.
Certified Human Resource Professional (PHR), Senior Certified Human Resource Professional (SPHR), SHRM Certified Professional (SHRM-CP), or SHRM Senior Certified Professional (SHRM-SCP) credential.

Responsibilities

Provides consultative guidance and coaching to managers and employees on human resources-related matters, ensuring alignment with corporate policies, goals, and objectives.
Conducts new hire orientations and employee training.
Implements performance management strategies as developed by the parent organization.
Attends and participates in employee disciplinary meetings, terminations, and investigations.
Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
Administers compensation and benefit programs.
Conducts regular meetings with respective business units.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains comprehensive knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the compliance/legal department as needed/required.
Provides day-to-day HR guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Participates in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
Performs other related duties as assigned.
Performs work under minimal supervision.
Handles moderately complex issues and problems, and refers more complex issues to higher-level staff.
May provide leadership, coaching, and/or mentoring to a subordinate group.
Leads or facilitates projects between HR Operations and HR Shared Services by establishing and ensuring alignment, identifying appropriate resources, creating and managing the project plan and driving communication.
Meets regularly with HR Operations to ensure divisional alignment on HR processes, policies, and procedures.
Creates and revises standard operating procedures (SOPs) to document best practices and precedents.
Works closely with the VP of HR on special projects, such as planning and assisting in leading the Annual HR Strategy Event, Project Renaissance, HR 6-Month Check-Ins, etc.
Leads federal labor law poster management, ensuring appropriate posters and revisions are distributed to offices and job sites.
Coordinates monthly meetings between the HR team and Accounting for budget management.
Manages the Employee's 1st Program and serves as the liaison between employees and vendors to resolve any issues.
Organizes monthly team-building activities for the HR team, such as HR Coffee Talks or HR Lunch and Learns.
Creates and shares key documents with the HR team, including the Bernhard Strategic Framework, Benefits Matrix, and HR Organizational Chart.
Keeps the HR team informed on initiatives by providing HR Monthly Updates.