Human Resources Business Partner

ACCEL Schools•Parma, OH

32d•$65,000 - $80,000

About The Position

About the Opportunity ACCEL Schools is a network of 80+ high-performing, public charter schools serving PK-12 students. We proudly advocate for school choice and work to address educational inequities throughout the United States. Our schools are inclusive and widely differ to reflect the unique values of the many urban, suburban, and rural communities we serve. Our brick-and-mortar, virtual, and hybrid schools specialize in closing educational gaps and offer innovative models such as career-technical education, sports training, bilingual programming, and more. We have been recognized and praised by legislators, authorizers, and researchers for providing exceptional education options to students in historically under-resourced communities. The primary functions of the Human Resources Business Partner (HRBP) include coordinating and facilitating people processes during the employment life cycle. The HRBP supports all areas of the Human Resources Department as well as persons in other support areas such as Regional Vice Presidents. The essential functions of this role the work environment is fast-paced, and team-based. The roles require in depth understanding and knowledge of Accel’s systems, culture and hierarchies across business units. As an Human Resources Business Partner supporting Brick and Mortar schools you will support the following areas: The HRBP will assist in retention strategies, managing performance, training initiatives, conflict resolution, management development and employment policies and practices. In addition, the HRBP also advises managers and school operations team regarding HR policies and procedures. In the role, you would be responsible for: Directs the work activities related to the development and execution of strategies and operational leadership to support business objectives. Identifies opportunity areas, makes recommendations, and drives process improvement. Understands, uses, and interprets HR and business metrics to identify trends, problem solve and influence change. Investigates employee complaints and make recommendations for follow-up action to leaders. Guiding regional leadership team on matters of organizational development and design, implementation of strategies for talent acquisition, employee development, performance management and change management. Acts as a liaison with recruitment, compensation and benefits, organizational development, and employee relations to ensure that all human resources needs are communicated and managed to meet the needs of the business. Facilitating the completion of various HR and talent management processes, including succession, performance management, compensation planning and employee engagement surveys. Partnering with leadership to build and sustain an inclusive, values-driven culture that is reflective of our desired employment value proposition. Leveraging reporting and analytics to identify trends and make decisions related to talent acquisition, retention, and workforce planning. Participating in Companywide initiatives/projects acting as divisional HR representative to provide direction and information on user needs and best practices, identifying interdependencies which have a people impact, and influencing the decisions made. Other duties as assigned

Requirements

Bachelors Degree required
Minimum 10 years Human Resources experience
Ability to understand organizational issues, build relationships and influence change
Proven ability to work in a changing, fast-paced environment and manage multiple priorities simultaneously
Reviews and assesses risk for potential terminations
Ensures leaders are informed and compliant with organizational initiatives (e.g., performance reviews, merit, engagement, compliance, flu, COVID-19, etc.)
Maintains regulatory knowledge and expertise
Exercises judgment based on experience and expertise for tracks within scope without oversight from managers
Ability to handle confidential information responsibly and exhibit sound judgment while maintaining that confidentiality
Excellent written and verbal communication skills that reflect professionalism and tact at all times
Proficiency in computer applications, including MS Office (Word, Excel, Powerpoint) and internet applications
Ability to learn new technologies
Excellent communication skills
Ability to address issues proactively and constructively with direct management and team members
Competency handling difficult and sensitive conversations with team, people, leadership etc.
Ability to report, analyze and summarize data for stakeholders and leadership
Experience using HRIS systems
Willingness to travel locally up to 10% of the time
Must be authorized to work in the U.S.

Nice To Haves

Experience in a variety of functional HR areas preferred (talent development, acquisition, compensation, employee relations, org development, etc.)
PHR or SPHR certification or completion of relevant certificate program preferred
Excellent technical skills, including Outlook, Excel, PowerPoint and Word knowledge

Responsibilities

Directs the work activities related to the development and execution of strategies and operational leadership to support business objectives.
Identifies opportunity areas, makes recommendations, and drives process improvement.
Understands, uses, and interprets HR and business metrics to identify trends, problem solve and influence change.
Investigates employee complaints and make recommendations for follow-up action to leaders.
Guiding regional leadership team on matters of organizational development and design, implementation of strategies for talent acquisition, employee development, performance management and change management.
Acts as a liaison with recruitment, compensation and benefits, organizational development, and employee relations to ensure that all human resources needs are communicated and managed to meet the needs of the business.
Facilitating the completion of various HR and talent management processes, including succession, performance management, compensation planning and employee engagement surveys.
Partnering with leadership to build and sustain an inclusive, values-driven culture that is reflective of our desired employment value proposition.
Leveraging reporting and analytics to identify trends and make decisions related to talent acquisition, retention, and workforce planning.
Participating in Companywide initiatives/projects acting as divisional HR representative to provide direction and information on user needs and best practices, identifying interdependencies which have a people impact, and influencing the decisions made.
Other duties as assigned