HR Business Partner

Church Mutual Insurance Company, S.I. • Merrill, WI

9h

About The Position

Provide strategic and hands-on human resources expertise to all levels of
employees to support the achievement of business objectives. Partner and consult
with respective business unit leadership to provide human resources support and
act as a business partner for all human capital development. Develops and
recommends strategies related to employee relations, performance management, job
descriptions, employee engagement, succession planning, job restructures, and
consistent administration of company polices.

On any given day, you'll:
Act as key Human Resources (HR) point of contact, thought partner, and
sounding board for respective business unit leadership.
Consults with business unit leadership to drive people strategy by applying
broad HR skills in the areas of employee engagement, performance management,
change management, workforce planning, coaching/consultation, HR programs and
policies, employee relations, and effective communication to align with
business unit, corporate, and HR goals and strategy.
 Partner with and influence leadership to create alignment between business
needs and HR practices. Participate in business unit meetings to serve as a
resource and partner in decision making and/or changes. Develop significant
knowledge of the overall operations of respective business units to
contribute effectively to business partner(s) operations.
 Work closely with management and employees to improve work relationships,
build engagement, and increase productivity and retention. Provide
recommendations to management teams on people issues.
 Coach supervisors/managers on their communication, feedback, recognition,
and performance expectations with direct reports.
 Manage and assist in the resolution of employee relations issues, such as
employee conflict, workplace accommodations, etc., conducting effective,
thorough, and objective investigations when necessary. Develop and
communicate recommendations for resolution, consulting with legal counsel as
needed.
 Discuss succession and workforce planning options with the business and
assist in developing a strategy that supports the corporate overall needs.
Work closely with other HR business partners and HR Manager to develop
solutions.
 Manage the processes associated with employee changes, including offer
letters, confirmation of promotions, transfers, etc.
 Provide initial direction on benefit and leave of absence questions, such as
FMLA and workers' compensation. Direct complex benefit/leave questions to
specialist in specific area.
 Develop and prepare HR metrics to present to business unit leadership to
guide decision making and offer proactive solutions.
 Participate in and/or lead various strategic and tactical-level HR
initiatives/special projects.
 Develop and deliver training on HR related topics.

Requirements

• Typically requires three to five years of human resources experience; experience supporting large operational teams strongly preferred.
• Bachelor's degree in human resources or related area; for example, business, organizational psychology, or communications, etc. Equivalent experience may be considered in lieu of educational requirements.
• Strong knowledge of employment laws and regulation changes required.
• Demonstrated ability to work independently in a fast-paced environment and use strong organizational skills to set and manage multiple priorities and adjust workload when needed.
• Ability to identify problems and demonstrate confidence in effectively/methodically working through complicated situations to determine an appropriate solution.
• Demonstrated ability to influence others by building trust and strong rapport, as well as the use of HR expertise and data.
• Demonstrated ability to challenge thought processes in a professional manner and offer alternative opinions or actions to business unit leadership.
• Excellent written and verbal communication skills with understanding of how to communicate complex changes.
• Demonstrated ability to maintain a high-level of confidentiality.
• Highly developed interpersonal skills and conflict resolution techniques.
• Able to work proficiently with Microsoft Word, Excel, and HR systems.

Nice To Haves

• Human resources certification is preferred (SHRM-CP or SHRM-SCP).

Responsibilities

• Act as key Human Resources (HR) point of contact, thought partner, and sounding board for respective business unit leadership.
• Consults with business unit leadership to drive people strategy by applying broad HR skills in the areas of employee engagement, performance management, change management, workforce planning, coaching/consultation, HR programs and policies, employee relations, and effective communication to align with business unit, corporate, and HR goals and strategy.
• Partner with and influence leadership to create alignment between business needs and HR practices.
• Participate in business unit meetings to serve as a resource and partner in decision making and/or changes.
• Develop significant knowledge of the overall operations of respective business units to contribute effectively to business partner(s) operations.
• Work closely with management and employees to improve work relationships, build engagement, and increase productivity and retention.
• Provide recommendations to management teams on people issues.
• Coach supervisors/managers on their communication, feedback, recognition, and performance expectations with direct reports.
• Manage and assist in the resolution of employee relations issues, such as employee conflict, workplace accommodations, etc., conducting effective, thorough, and objective investigations when necessary.
• Develop and communicate recommendations for resolution, consulting with legal counsel as needed.
• Discuss succession and workforce planning options with the business and assist in developing a strategy that supports the corporate overall needs.
• Work closely with other HR business partners and HR Manager to develop solutions.
• Manage the processes associated with employee changes, including offer letters, confirmation of promotions, transfers, etc.
• Provide initial direction on benefit and leave of absence questions, such as FMLA and workers' compensation.
• Direct complex benefit/leave questions to specialist in specific area.
• Develop and prepare HR metrics to present to business unit leadership to guide decision making and offer proactive solutions.
• Participate in and/or lead various strategic and tactical-level HR initiatives/special projects.
• Develop and deliver training on HR related topics.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level