Regional HR Business Partner

Universal Technical Institute•Chandler, AZ

11d•Remote

About The Position

Provide Human Resources (HR) support to assigned locations. Consult with management and employees to identify, evaluate, and resolve employee issues and work performance problems. Support and ensure consistent execution of HR initiatives in the areas of performance management, training, compliance, and employment practices by aligning with the Regional HR teams.

Requirements

HS Diploma or GED (required) and seven (7) years progressive HR experience as a generalist, specialist, analyst, or business partner (required) – or –
Bachelor’s degree in Business, Human Resources, or related field (highly preferred) and five (5) years progressive HR experience as a generalist, specialist, analyst, or business partner (preferred)
Strong working knowledge of:
Federal and state employment laws (especially ADAAA, FMLA, and state specific leave/disability regulations), employee relations best practices, and corporate policies and procedures
Investigatory protocols, procedures, and best practices (e.g. Harassment, discrimination, etc.)
Principles and procedures for employee relations, engagement, organizational change management, project management, and HR information systems
Auditing processes and procedures
Record keeping, versioning, document retention and other administrative processes and procedures
Worker’s compensation practices and processes
Actively look for ways to assist with employee’s needs
Understand the implications of new information for both current and future problem-solving and decision-making
Be aware of others' reactions and understanding why they react as they do
Identify complex problems and reviewing related information to develop and evaluate options and implement solutions
Present ideas in a clear and compelling manner, both verbally and in written format
Exceptional listening and conflict resolution skills
Intermediate level presentation and training facilitation skills
Drive, and be accountable for, results in a fast-paced environment
Intermediate level proficiency with productivity software (MS Office), HRIS (UKG), and other enterprise-level software (Adobe DC, SharePoint, etc.)
Able and willing to:
Communicate, think, learn, and reason
Use computers and computer systems (including hardware and software) to process transactions, store documents, enter data, or perform assigned tasks
Safely ambulate and/or maneuver when on-site UTI locations
Demonstrate and utilize active listening, inductive reasoning, information ordering and category flexibility

Nice To Haves

Specific experience in education, or other highly regulated field, and multi-site, multi-state environments (highly preferred)
PHR / SHRM–CP certification (preferred)

Responsibilities

Develop and foster productive relationships with stakeholders
Support and execute human capital programs, services, and solutions
Proactively identify issues, guide leaders and drive solutions
Consult with stakeholders to identify, evaluate, and resolve employee issues, hotline call reports and work performance concerns within established practices
Ensure consistency across the function, facilitating meaningful two-way communication between Campus Presidents, offsite Leadership and Home Office
Engage and partner with cross functional teams to independently drive projects with minimal supervision from concept to completion
Utilize technology resources to develop and deliver project content and resources
Provide strategic HR guidance and serve as primary HR contact for assigned business units, acting as backup for other business units
Guide leaders in the administration and interpretation of compensation policy, assuring consistent administration throughout
Propose, evaluate, and deliver HR processes that align with (and support) stakeholder objectives; evaluate campus HR practices and trends to ensure best-in-class HR solutions are implemented throughout
Manage and coordinate ADA interactive process
Coordinate and partner with other HR specialty departments to meet stakeholder needs
Coordinate and oversee full cycle performance management processes (e.g. goal setting, employee feedback and coaching, performance evaluations, corrective action, etc.)
Guide leaders on all performance management activity ensuring they comply with regulations, laws, policies, and procedures
Identify and propose development opportunities, partnering to facilitate and/or develop training with appropriate resources
Monitor and drive compliance with employment laws, company policy, and procedures
Leverage HRIS and other technology platforms to track, record, and monitor trends
Produce and analyze ad hoc reports to identify trends and then propose solutions to correct and realign with organizational goals
Foster and maintain a safe working environment by executing safety plans, procedures, and policies
Partner with local resources to manage worker’s compensation claims, identifying and implementing return-to-work plans
Participate in case coordination with insurance and claim teams
Assist with site-specific safety initiatives
Other duties as assigned