Human Resources Business Partner - In-Person - Lawrenceville New Jersey

Capital Health (US)•Pike, NY

7d•Onsite

About The Position

Capital Health is seeking a Human Resources Business Partner to provide consultation and support to designated departmental leaders. This role implements people strategies that positively impact business goals, working under the direction of the AVP, Human Resources. The HR Business Partner utilizes knowledge of various HR functions, including employee relations, staffing, workforce planning, talent management, employee retention/recognition, on-boarding, off-boarding, compensation, benefits, performance management, employment law, HR policy compliance, training and development, workplace investigations, effective communication, and coaching to provide tactical and strategic HR support and drive employee engagement. This role also acts as a liaison to other HR functions.

Requirements

Bachelor's degree in human resources or business-related field.
Five years of experience in HR-related field required.
Background in one or more of the following Human Resources areas: recruitment and selection, employment law, employee relations, coaching, training and development, or compensation.
Current, in-depth knowledge of legal requirements related to human resources and employee management, including workers compensation, union relations, and federal and state employment laws.
Proficiency using Microsoft Word, Excel and Power Point.
Excellent communication and interpersonal skills.

Responsibilities

Partners and consults to management on people related issues.
Acts as a catalyst in delivering Human Resources solutions that support business objectives.
Ensures Human Resources programs and processes are aligned with desired culture, operating model, and organizational Human Resources strategies.
Serves on committees or cross-functional teams to facilitate process innovation and communication.
Participates as an active and involved partner in the development and execution of leadership-specific and organizational business plans and strategies.
Conducts regular meetings with assigned area leadership to understand operating goals, evaluate operating plans for potential Human Resources-related applications, and create strategies to respond to implications.
Attends department meetings with enough regularity to understand daily operations, issues, people and needs.
Seeks to develop integrated solutions by acting as a liaison between operations and HR centralized resources and assesses and anticipates HR-related needs while communicating needs and changes proactively.
Formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.
Provides direction and guidance in the integration of the Human Resource operations and services to advance and align strategy and structure with talent to achieve organizational goals.
Provides day-to-day performance management guidance to management (coaching, counseling, career development, disciplinary actions).
Consults with directors/managers with development of job descriptions and performance expectations consistent with organizational structure.
Identifies compensation issues and discusses potential solutions with compensation team.
Provides input and guidance on recruitment initiatives, department structures, workforce planning, succession planning, and development/training with talent acquisition and organizational development team.
Collaborates with Learning and Organizational Development specialists in developing, implementing, presenting, and evaluating training programs to address client needs.
Reviews employee relations and performance management trends and submits recommended training initiatives.
Assesses climate to determine any opportunities for team building, conflict resolution, succession planning, culture and change management.
Advises, counsels and proactively works to resolve job related concerns; performs internal complaint investigations; reviews and approves disciplinary actions to assure conformance to policy and consistency of practice.
Responsible for managing the grievance process.
Escalates appropriate employee relations issues to the example and labor relations team.
Collaborates with Learning and Organizational Development specialists and identifies training needs for assigned area including individual executive coaching needs; participates in evaluation and monitoring success of training programs and follows-up to ensure training objectives are met.
Supports human resources departmental objectives by collaborating with other staff, particularly specialists in functional areas of the Department.
Serves as point of service contact for assigned area and employees on interpreting human resource policies, procedures, and practices.
Consults with, coaches, and trains leaders on how to achieve operational and strategic objectives consistent with human resource objectives for the organization.
Ensures compliance with HR policies, procedures, protocols and ensures consistent practice.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Performs recruitment or other related duties at the assigned.