Human Resources Business Partner

Feed the Children•Oklahoma City, OK

About The Position

At Feed the Children, we recognize the value of outstanding people, and we are looking for compassionate changemakers to join our team. We pride ourselves on cultivating a collaborative workplace where employees experience meaningful and rewarding employment and feel engaged in our mission to end childhood hunger. Our passionate team shares a deep sense of purpose, and we dream big to solve complex problems and create positive impact in communities in the U.S. and around the world. Feed the Children is recognized by Candid with its Platinum Seal of Transparency and is accredited by the BBB Wise Giving Alliance. The organization has received a 4-star rating from Charity Navigator and is consistently recognized on the Forbes Top 100 Charities list. We are currently in search of a Human Resources Business Partner to join our Human Resources team! Reporting to the Chief People Officer, this position serves as the organization's primary Human Resources partner, providing comprehensive support across all Human Resources functions. This position operates as a hands-on Human Resources generalist while serving as the Chief People Officer's principal operational partner, requiring the ability to balance strategic Human Resources initiatives with day-to-day execution. The Human Resources Business Partner collaborates closely with organizational leaders to provide guidance on employee relations, talent acquisition, onboarding, performance management, compensation and benefits, leave administration, regulatory compliance, organizational development, and workforce planning. This role independently manages a broad range of Human Resources responsibilities, exercises sound judgment in resolving complex employee issues, and serves as a trusted advisor to leaders across the organization. The Human Resources Business Partner also partners with Human Resources colleagues and leaders across the organization's global operations to support international Human Resources initiatives, promote consistent people practices, and ensure compliance with applicable employment laws and organizational policies while recognizing country-specific legal and cultural considerations. The position is expected to identify opportunities for continuous improvement, enhance organizational effectiveness, and foster a positive, engaging workplace culture that supports Feed the Children's mission and values.

Requirements

Bachelor’s degree in human resources or a business-related field preferred
Five or more years of human resources experience required
Experience supporting multiple Human Resources disciplines including employee relations, recruitment, performance management, compliance, benefits, and organizational development
Experience supporting a global or multi-country workforce strongly preferred
Demonstrated experience across employee relations, investigations, talent acquisition, performance management, compliance, benefits, leave administration, and supervisor coaching
Recruiting and/or payroll experience preferred
Excellent oral and written communication skills with attention to detail and ability to multitask effectively required
Experience supporting multi-state and global Human Resources operations strongly preferred
Strong organizational skills required
Must be able to work on sensitive issues with discretion and a commitment to confidentiality
Any combination of education, training and experience which provides the required knowledge, skills and abilities to perform the essential functions of this job may be considered.

Nice To Haves

PHR/SPHR and/or SHRM-CP/SCP certification preferred

Responsibilities

Provide operational assistance for a variety of HR functions including, but not limited to, recruitment, orientation, onboarding, performance management, benefit and compensation, and regulatory compliance.
Partner with international HR team members and employees to support global Human Resources initiatives and organizational priorities.
Collaborate with leaders across multiple countries to promote consistency in HR practices while recognizing local legal and cultural requirements.
Assist with employee onboarding, organizational changes, and employee relations matters assigned.
Coordinate with global HR staff on policy implementation, HR projects, reporting, and process improvements.
Support global workforce planning, organizational design, and talent initiatives.
Assist in developing globally consistent HR processes while allowing for country-specific compliance requirements.
Build strong working relationships with international stakeholders and employees and foster collaboration across global teams.
Coordinate with international Human Resources leaders to support consistent organizational policies and practices while recognizing country-specific employment laws, cultural expectations, and regulatory requirements.
Lead full-cycle talent acquisition activities, including workforce planning, position development, sourcing, interviewing, candidate selection, offer development, and onboarding.
Partner with hiring managers to identify staffing needs, develop recruitment strategies, and ensure an efficient, high-quality hiring process.
Maintain and optimize the applicant tracking system (ATS) and other recruitment technologies to improve recruiting effectiveness and reporting.
Develop and maintain relationships with external recruiting partners, staffing agencies, educational institutions, and professional organizations to support talent acquisition initiatives.
Review and update job descriptions to ensure organizational alignment, market competitiveness, and compliance with applicable wage and hour laws.
Analyze recruitment, hiring, and retention metrics to identify trends and recommend continuous improvement strategies.
Coordinate and oversee onboarding activities to ensure new employees receive a positive, engaging, and compliant onboarding experience.
Facilitate new employee orientation and ensure employees understand the organization's mission, values, culture, policies, and expectations.
Deliver onboarding and policy education to promote understanding of organizational policies, procedures, and workplace expectations.
Foster a positive work environment that encourages employee engagement and retention.
Manage the evaluation process and escalate any performance concerns to the Chief People Officer.
Assist supervisors in establishing proper performance goals for their staff and provide coaching, training and support as needed.
Manage the organization’s PMP process from start to finish.
Conduct supervisor training to ensure understanding of fiscal year rating scales and processes for completing staff evaluations.
Serve as a subject matter expert for employees and/or supervisors who need assistance as they complete their annual PMP evaluations.
Provide routine status updates to HR leadership as requested to track completion rates, performance evaluation scores and other metrics as directed.
Partner with Payroll and Benefits to support accurate, timely, and compliant payroll administration for domestic and international employees, ensuring compliance with applicable wage and hour laws.
Administer retirement and benefit programs, including the 403(b), overseeing enrollment, qualifying life events, employee education, vendor coordination, and regulatory compliance.
Ensure systems are set up and updated to reflect our current employee base, including wages, benefits, sick and vacation time.
Serve as the primary Human Resources resource for payroll-related employee matters and collaborate with Payroll to resolve payroll issues and maintain data integrity.
Administer employee benefit programs, including new hire enrollment, qualifying life events, annual Open Enrollment, retirement plan administration, and employee education while ensuring timely and accurate processing.
Coordinate leave administration, including but not limited to, FMLA, ADA, workers' compensation, and other applicable global, federal, state, and organizational leave programs.
Collaborate with benefit vendors and internal stakeholders to resolve employee benefit issues, support wellness initiatives, and promote employee understanding of available benefit programs.
Maintain Human Resources and payroll systems to ensure accurate employee data, compensation, benefits, leave balances, and regulatory reporting.
Partner with the Chief People Officer to evaluate compensation practices, support market analyses, and assist with compensation planning and organizational workforce initiatives.
Identify opportunities to improve payroll, benefits, and Human Resources processes through technology, process improvements, and continuous improvement initiatives.
Serve as a backup to the Chief People Officer in tracking employee FMLA usage to ensure compliance.
Comply with international, federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions and providing advice to supervisors on such policies and employment laws.
Conduct staff and/or supervisor training to ensure compliance with organization expectations and policies including managing the Annual Disclosure project.
Assist the Chief People Officer with maintaining the annual budget spreadsheet and other reports as assigned.
Ensure compliance with organization insurance requirements related to staff Motor Vehicle Records and corresponding training.
Maintains human resource personnel files and records, both paper and digital, in accordance with legal requirements and Company policies and procedures including keeping information confidential.
Assist with ADA interactive process and reasonable accommodations.
Assist with leave administration including FMLA, ADA, workers' compensation, military leave, pregnancy accommodations, and applicable state leave laws.
Monitor employment law developments and recommend policy or process updates.
Assist with internal audits of HR records and employment practices.
Serve as the primary Human Resources partner to supervisors and employees regarding employee relations matters.
Conduct or assist with workplace investigations involving employee complaints, policy violations, harassment, discrimination, retaliation, and other employment-related concerns.
Provide guidance and coaching to supervisors on performance management, corrective action, documentation, and employee communications.
Assist managers in addressing attendance, conduct, performance, and behavioral issues in a fair, consistent, and legally compliant manner.
Partner with leadership and legal counsel, as appropriate, to resolve complex employee relations matters while minimizing organizational risk.
Support disciplinary actions, separations, and reductions in force by ensuring compliance with organizational policies and applicable employment laws.
Promote positive employee relations by fostering open communication, conflict resolution, and a respectful workplace culture.
Assist with organizational restructuring and workforce planning initiatives.
Support succession planning and leadership development efforts.
Participate in organizational change management initiatives.
Identify opportunities for process improvement and operational efficiency.
Analyze workforce metrics including turnover, recruiting effectiveness, retention, employee engagement, performance trends, and other key Human Resources indicators to identify opportunities for improvement.
Develop reports and recommendations that support strategic decision-making, organizational planning, and continuous improvement initiatives.
Use workforce data to identify trends and recommend improvements.
Serve as a trusted HR business partner to assigned departments.
Partner with other HR Business Partners to address workforce planning, talent management, and organizational effectiveness.
Provide practical HR guidance that aligns with organizational strategy and mission.
Assist in the planning and execution of internal employee events such as blood drives, flu shots, employee activities and parties, etc.
Establish an environment of high performance and continuous improvement that values learning, a commitment to quality, welcomes and encourages collaboration, and fosters both intra and inter-departmental dialogue and respect.
Support leadership in organizational design, workforce planning, succession planning, and implementation of strategic organizational initiatives.
Model the type and level of behavior, professionalism and leadership that is in accordance with the values of the organization.
Develop and facilitate supervisor training on employment law, leadership skills, performance management, investigations, and organizational policies.
Coordinate employee development initiatives and learning opportunities.
Evaluate training effectiveness and recommend improvements.
Perform other related duties as required