Human Resources Business Partner

YAI•Berkeley, CA

20d

About The Position

Under the direction of the Director – Human Resources, the Human Resources Business Partner (HRBP) is responsible for aligning business objectives with senior leadership team (SLT), employees and management in designated business units, typically across an assigned geographical region and/or business function. Formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Maintains an effective level of business literacy regarding assigned area’s financial position, midrange plans, culture and competition and provides support for business units relating to an array of HR-related matters. HRBPs may be assigned to assist with and/or lead various HR-related initiatives, based on their experience and skillsets.

Requirements

HS Diploma or its educational equivalent; and
Five (5) years of human resources experience; and
Working knowledge of multiple human resources disciplines including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management and respective Federal, State and Local employment laws; or
Satisfactory combination of education, experience and/or training.
Ability to travel regularly throughout assigned region to various YAI locations and programs and occasionally to other regions and/or applicable headquarters, as requested.
Excellent interpersonal and customer service skills, including the ability to develop effective working relationships and orchestrate positive outcomes through collaboration with YAI staff across assigned region, within HR and other support departments.
Excellent verbal and written communication skills.
Ability to comprehend, interpret and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances and policies.
Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices and administrative practices related to those factors.
Excellent organizational skills and attention to detail.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Proficiency with computers and using electronic systems including Microsoft Office Suite and ability to learn to effectively use electronic systems and other software to complete necessary tasks, including Workday.
Ability to meet essential physical demands of position, including the ability to sit or stand for extended periods, lift and carry files or documents weighing up to 10 pounds and move around the office and/or program locations.

Nice To Haves

Bachelor’s degree in human resources-related field
Five (5) or more years of experience across an array of Human Resources functions
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) or equivalent HR-related credential (such as PHR/SPHR)
Experience utilizing Workday to perform a variety of HCM functions

Responsibilities

Develops and maintains effective working relationships with senior leadership team, regional leadership and program staff, regularly traveling to programs throughout assigned region(s) to meet with and assist staff, managers and/or leadership.
Conducts regular meetings with respective business units and exploratory or ad hoc meetings to address regional and/or program-related human resources issues and concerns.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance; partners with the legal department as needed/required.
Provides HR policy guidance, resources and interpretation to regional leadership, managers and employees; directs more complex or specialized inquiries to manager or appropriate units (e.g. HCM, Benefits, Payroll, etc.).
Consults with line management, providing resources, recommendations, advice and guidance as appropriate.
Works closely with management and employees to identify problems and concerns, identify solutions and orchestrate positive outcomes.
Manages and resolves complex employee relations issues, conducting effective, thorough and objective investigations, summarizing findings and making recommendations for appropriate resolutions.
Provides day-to-day performance management guidance to line supervisors and managers regarding areas such as coaching, counseling, career development and disciplinary actions, collaborating with management to address concerns and to identify development opportunities and training needs for staff.
Analyzes trends and metrics in partnership with the wider HR group, other support departments and/or external resources and by running or reviewing reports to inform development of solutions, programs and policies.
Participates in the implementation, evaluation and monitoring of training programs to ensure success, following up to ensure training objectives are met.
Proactively identifies obstacles that may be preventing business units from meeting their objectives and develops productive solutions, in collaboration with leadership, management and supervisor.
Provides guidance and input on business unit restructures, workforce planning and succession planning, in coordination with other HR teams, when applicable.
May lead or participate in various HR-related initiatives or projects and/or train and mentor human resources staff in specific HR areas based on experience, skillset and training.
Performs other related duties, as assigned.