HR Business Partner

CHESS•Albuquerque, NM

20d•$59,500 - $75,900

About The Position

Under the general direction of the Director of Human Resources (HR) Operations, the HR Business Partner supports implementation of HR programs and strategies designed to achieve business objectives and improve organizational effectiveness across the workforce. The role serves as a liaison between Human Resources and enterprise clients, building strong partnerships and representing HR in support of CNM’s Strategic Plan. The position delivers and coordinates HR programs and processes across the employee life cycle for assigned client departments and divisions. This includes change and culture management, compensation and rewards, performance and talent management, staffing and recruitment, organizational design, employee relations, and business and program analysis. The role partners with client groups and HR subject matter experts, guides HR colleagues, participates in HR planning, and works with managers and employees to understand organizational priorities and challenges. The HR Business Partner also supports staffing plans, training and development, annual performance reviews, organizational and compensation reviews, employee leave and accommodation matters, workers’ compensation, employee relations, and HR data integrity. Work is generally supervised by the Director of HR Operations, with assignments established through communication of priorities. Other related duties may be assigned.

Requirements

Bachelor’s degree and three years of relevant experience; or an associate’s degree and five years of relevant experience; or seven years of progressive HR experience, including at least two years of supervisory experience.

Nice To Haves

Bilingual in English and Spanish.

Responsibilities

Assist the Director of HR Operations in delivering and implementing core HR programs and processes across the employee life cycle, including change management, culture management, compensation and rewards, performance management, talent management and development, staffing and recruitment, organizational design, employee relations, and business and program analysis.
Work with client groups and HR subject matter experts to develop and implement HR programs and strategies aligned with department priorities.
Provide direction and guidance to HR colleagues implementing HR policies and procedures, and ensure HR services are delivered effectively and promptly.
Participate in HR department planning and work with the HR Leadership Team to identify short- and long-term HR requirements.
Maintain visibility in assigned locations and meet regularly with employees and managers to communicate HR programs and stay informed about organizational changes, climate, priorities, and challenges.
Monitor and anticipate staffing requirements for assigned client groups in partnership with Talent Acquisition, and develop recruitment plans that support department objectives.
Work with Learning and Organization Development to deliver or coordinate department training and development programs, conduct needs assessments, and suggest HR program modifications when needed.
Coordinate the annual ROC performance review process for assigned clients and help employees develop measurable, relevant objectives to improve individual, team, and organizational performance.
Conduct organizational reviews and work with Compensation to ensure consistent job classifications and pay levels.
Identify skills needs and gaps and initiate action to address them.
Support FMLA, ADA, Workers Compensation, and employee relations performance management issues for assigned client groups.
Work with HRIT to ensure data is complete, accurate, and timely and that administrative functions are completed accurately and promptly.
Perform other related duties as assigned.