Internal Human Resources Specialist - GA

Vensure Employer Solutions • Duluth, GA

1d • Onsite

About The Position

The HR Business Partner/Consultant will serve as a strategic advisor to company leaders and managers, providing expert HR guidance and support to drive business objectives. This role involves aligning HR strategies with business goals, managing employee relations, conducting HR audits, and implementing HR initiatives that enhance organizational performance and culture. The HR Business Partner/Consultant will also develop educational guides and assist with developing manager training in partnership with the learning department, manage HR projects, and ensure compliance with employment laws and regulations.

Requirements

• Demonstrated knowledge and experience in Human Resources best practices with emphasis on employee relations as well as related federal, state and local laws and regulations required. Understanding of multistate employment laws preferred.
• Working knowledge of multiple human resource disciplines, including, employee relations, organizational diagnosis, performance management, recruitment, compensation and benefits.
• Strong verbal and written communication skills and interpersonal effectiveness at all levels in the organization and across cultures.
• Strong problem-solving and conflict resolution skills.
• Proven ability to build strong relationships and influence stakeholders.
• Adheres to KPIs and SOPs according to established guidelines.
• Ability to apply change management initiatives to assist in business transformation.
• Must use logic and reasoning to make immediate decisions under pressure or tight deadlines.
• Ability to make proper judgment calls when presented by a situation/problem.
• Strong sense of business ethics including the ability to handle confidential information appropriately.
• Able to effectively manage multiple projects and attend to daily HR matters while maintaining focus and follow through on issues until resolved and delivering results as committed.
• Ability to make recommendations to effectively resolve escalations by using judgment that is consistent with the standards, practices, policies, procedures, regulations and/or government law.
• Demonstrated proficiency in conducting root cause analysis and strong problem solving and decision-making skills.
• Ability to research and analyze various types of data.
• Ability to prioritize and efficiently execute a high volume and broad scope of tasks within tight deadlines, competing demands and changes in the work environment.
• Ability to deal with frequent interruptions, changes, delays or unexpected events.
• Strong organizational, analytical, and problem-solving skills.
• Capability to learn quickly.
• Facility to collaborate with others.
• Demonstrated ability to consult effectively with all levels of management with multiple conflicting priorities.
• Expertise in establishing credibility, be decisive and be able to recognize and support the organization's preferences and priorities
• Bachelor’s degree in Human Resources, Business Administration, or a related field and/or equivalent combination of education, experience, and HR-related certifications.
• Minimum of 2-4 years of experience handling employee relations, investigations, and advising leadership on performance management, disciplinary actions, coaching and guiding managers on leadership and management best practices, talent management, and strategic HR Partnership.
• Demonstrated knowledge and experience in Human Resources best practices with emphasis on employee relations as well as related federal, state and local laws and regulations required.
• Proficiency with Microsoft Office software (Outlook, Excel, Word, PowerPoint) with ability to learn other applications as needed.

Nice To Haves

• Consulting experience and/or PEO experience preferred.
• PRISM experience preferred.
• PHR, SPHR, SHRM-CP or SHRM-SCP certification is a plus or willingness to obtain within two years of employment.

Responsibilities

• Execute on the Business Leadership excellence program quarterly conversations & company scorecard discussions with the leaders of assigned departments in coordination with the rest of the HR partnership team.
• Collaborate with business leaders to understand their goals and challenges, and support the development of HR strategies that align with business objectives.
• Serve as a communication conduit for leaders on key company initiatives, objectives, and priorities.
• Support the Vensure Leadership Development Succession planning program by assisting department leaders with succession planning and tracking progress of potential successors.
• Provide initial insights and recommendations on workforce planning, talent management, and organizational development.
• Conduct HR audits and assessments to identify areas for improvement.
• Provide advice on employee relations, performance management, and compliance issues.
• Coach and guide leaders on the performance management process, disciplinary action best practices, and performance improvement plans.
• Provide coaching and support to managers and employees on HR-related issues.
• Provide guidance to leaders on professional development conversations with employees, guide them on Vensure’s Professional Growth Plan template and process, and communicate internally with the HR operations team to set up employee Professional Growth plans in Agile by request.
• Respond to employee inquiries and provide guidance to employees on HR policies, procedures, laws, and standards in a timely and professional manner, and direct front line/basic inquiries to the HR service team.
• Monitor and respond to inquiries from department leaders and employees within department response time standards and KPIs
• Conduct pre-termination consultations and escalate pre-term cross-check issues to Internal HR leadership.
• Coordinate on-site support for separation conversations, lead termination meetings in partnership with department leaders, and coordinate and ensure the successful execution of the complete offboarding process with the HR operations team.
• Respond to escalations and questions from leaders on HR tickets that have been submitted and communicate internally with the HR operations team on ticket progress, troubleshooting, and to help resolve inquiries from department leaders and employees • Properly and timely document all employee-related interactions.
• Perform job evaluations and job analyses.
• Prepare job descriptions according to department processes, and update department career paths following the company’s standard title hierarchy and ensuring proper approval routes are followed prior to posting on SharePoint
• Review positions to determine FLSA compliance with white collar duties test, minimum salary thresholds, and conduct FLSA audits.
• Respond to escalations on performance review system issues/troubleshooting by communicating internally with the HR Operations team to troubleshoot appraisal system issues and/or inquiries from leaders and employees.
• Coordinate with the HR Operations & HR Service team on report requests for department leaders.
• Pull company comp data and pay ranges upon request for authorized department leaders.
• Communicate with leaders on title updates, FLSA adjustments, compliance requirements, etc.
• Assist with compiling and sending reports, communications, documentation, etc. for cyber security compliance/policy accountability, Microsoft teams photos, and other cross-departmental collaborative efforts as assigned by Internal HR leadership.
• Assist with updating educational guides, the Managers Corner, and other manager training resources in collaboration with the learning department on key managerial concepts such as performance management, disciplinary actions, conflict resolution, providing feedback, setting performance expectations, managing underperformance, employment law 101, responsibilities to inform us of leave of absence requests, navigating the hiring process, etc.
• Serve as a trusted advisor to managers and employees on employee relations issues.
• Conduct investigations and resolve employee complaints and grievances in the absence of the Internal HR Specialist – People Relations, or to back up and support investigation and employee relations volume/influxes.
• Promote a positive work environment and culture.
• Compile KPI data, measure, track progress, and take ownership and accountability for updating assigned scorecard statistic for assigned accountability area prior to every level 10 meeting and be prepared to engage in IDS discussions if the metric is off track.
• Participate in department rock planning meetings, lead and participate in at least 1-2 department rocks per quarter, meet with rock team members at the beginning of the quarter to successfully plan out rock milestones and goals and have prepared to discuss with direct manager to help further frame out the rock prior to the start of the quarter. Take ownership and accountability for independently working on rock projects throughout the quarter and updating the quarterly rock sheet prior to every level 10 meeting.
• Prepare an issues list of any observations, opportunities to streamline and enhance processes, or issues that need to be troubleshooted and develop solutions for to bring to the level 10 meeting as IDS topics.
• Participate and be fully engaged in the EOS/Traction department processes surrounding areas of accountability, department projects (Rocks), Scorecards statistics, IDS, To Dos etc
• Assist with providing input and developing and implementing HR policies and procedures tailored to the organization's needs.
• Lead and manage HR projects from inception to completion.
• Ensure projects are delivered on time, within scope, and within budget.
• Provide regular updates and reports to senior leadership on project progress.
• Perform other duties and projects as assigned by management.
• Assist with and participate in compliance projects and other department projects and initiatives, as assigned.
• Assist with sharing knowledge among the team about SME/accountability area and mentoring other HR specialists, assist with department trainings, and providing feedback to leadership upon request to assist with the continued development of team members.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Identify and mitigate HR-related risks for the organization.
• Attend webinars, seminars and other trainings to stay up to date on laws and industry trends and best practices.
• Regular attendance at the assigned work location for our corporate office locations is an essential job function. For team members who are located in or near the Chandler, AZ and Duluth, GA offices, this is an in-office position. An HR presence is required due to the population of employees within these offices, the need for employee interaction, and to support leaders with onboarding and offboarding of employees.

Benefits

• Health Insurance: Medical, dental, and vision coverage
• Retirement Plan: 401(k) with company match
• Paid Time Off: PTO, Holidays, Parental leave and Sick Leave provided as required by applicable state law
• Other Benefits: Life insurance, short term disability, long term disability, employee assistance program (EAP), flexible spending account (FSA), health savings account (HSA), Identity theft protection, critical illness, accident, cancer, hospital protection, legal and pet insurance.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 5,001-10,000 employees