HR Business Partner

MEDC•Englewood, CO

11d•Hybrid

About The Position

Mith-ih-Kwuh Economic Development Corporation d/b/a Tribal One is looking to hire a full-time HR Business Partner to join our team. This HR Business Partner position earns a competitive annual salary of $67,345 - $94,238, depending on experience. The HR Business Partner serves as the senior human resource leader for the organization, overseeing all aspects of HR strategy, operations and workforce development across multiple business entities related to MEDC or Southern Oregon Corporation. This position requires an understanding of federal contracting regulations, SBA 8(a) program requirements, tribal employment law and multi-trade workforce dynamics. The ideal candidate is a strategic partner to executive leadership and a hands-on operator capable of building and scaling HR infrastructure in a face-paced, mission driven environment.

Requirements

Four year degree in Human Resources Management, Organizational Development, Industrial Relations or related field or an equivalent combination of education, years of experience & certification (SHRM-SCP) required.
Four years of work experience in a human resources capacity managing or coordinating recruitment, employment relations, appreciation activities, corrective action review & separations &/or other directly related areas; a combination of experiences in the field will be considered.
Minimum of 5 years of progressive work experience in human resources capacity, with at least 3 years in a senior HR role.
Direct experience supporting federal government contractors operating under SBA 8(a), HUBZone, or comparable programs. Extensive knowledge of federal contracting to include Service Contract Act and Davis Bacon.
Must have demonstrated the ability to quickly assimilate key concepts of a wide variety of technical skills and customer missions to properly assess candidates for technical positions.
Strong interpersonal skills including coaching, facilitation, and the ability to motivate and influence the attitudes and opinions of others required.
Ability to work independently or part of a complex team successfully to accomplish objectives.
PC skills to include proficiency in all MS Office applications with above average ability with Excel.
HRIS product knowledge and recruitment systems required; experience using Paylocity a plus.
Must have a professional appearance and excellent oral and written communication skills to speak effectively with groups and one-on-one meetings.
This position requires the ability to promote a professional work ethic and must have friendly and approachable behavior.
Proven ability to work effectively with senior military veterans, executives and Tribal leaders – navitaging hierarchy, protocol and organizational culture with professionalism.
Understanding of OSHA general safety regulations; construction safety a plus.
Must pass and remain in compliance of background check and drug free work place policies.

Nice To Haves

experience using Paylocity a plus
construction safety a plus

Responsibilities

Design and implement a comprehensive HR strategy aligned with corporate growth objectives and 8(a) program requirements.
Serve as a strategic advisor to the CEO, Board of Directors and ownership representatives on all workforce-related matters.
Partner with executive team during board reporting cycles to present workforce metrics, compliance status and talent pipeline updates.
Interview and assess candidates in a wide variety of industries including construction, engineering, environmental, business & finance, business development, etc.
Make offers of employment and ensure proper onboarding of new hires through the HRIS system working with site personnel to coordinate backgrounds, drug testing, I-9 documentation, and other required certifications.
Ensure the Coquille Indian Preference in Employment Ordinance provisions are implemented; work with the Tribal Development team to support Tribal hire.
Work closely with management and employees to improve work relationships, build morale, create cohesiveness in the business units and increase productivity and retention.
Administer and maintain compliance with Service Contract Act (SCA) and Davis-Bacon Act (DBA) wage determinations across Government Service Contracts.
Manage certified payroll processes and fringe benefit tracking for prevailing wage contracts in coordination with payroll and project managers.
Develop and maintain a base compensation structure for each business unit; conduct compensation studies as needed.
Maintain and apply a strong knowledge of the unique labor laws of individual states as well as keep on top of changing labor law across the country and guide how it will affect our current work force and future workforce development.
Support the business development cycle, assessing federal opportunities with the BD team providing input into appropriate labor categories, Work Breakdown Structures, job descriptions and recruiting key personnel for inclusion in proposals.
Manage benefit administration to include providing enrollment information to new hires; processing benefit election changes and coordinating open enrollment working closely with payroll and finance.
Manage Family Medical Leave and other allowable leaves of absence; ensure timely distribution of required leave notices.
Coordinate workers compensation claims with insurance company and manage time loss and coordination of care for injured workers.
Support Safety Committee activities and provide safety resources for management.
Manage and resolve simple to complex employment relation matters through the collection of information from a variety of sources; interviews; conduct investigations; research practices; document objective findings; and follow up on concerns.
Make recommendations to management with regard to corrective actions to include reviewing separations of employment. Provides support to management in corrective action meetings and processing separations.
Ensure notices of employee evaluation dates are sent to managers on a monthly basis; review written evaluations for content and provide management feedback.
Review and approve standard action forms for personnel changes and ensure changes are consistent with business objectives. Process changes in the HRIS system working closely with the payroll team.
Manage unemployment insurance claims through TPA with the intent to control the costs; track UI claim costs by department; reconcile quarterly billing from State; advise and prepare management for hearings; and act as Company representative for the employer.
Maintain an above-average understanding of the HRIS and other systems used internally. Generate routine and specialized HRIS reports as requested by executive management.
Develops policies and procedures for areas of responsibility; ensures consistent and timely implementation of company-wide policies and procedures; updates employment handbook(s) and distributes key information to the workforce utilizing a variety of resources.
Maintain cultural sensitivity and awareness in all HR practices; support programs that honor Tribal values and community obligations.
Other duties as assigned.