Regional HR Business Partner

Universal Technical Institute•Bloomfield, NJ

3d•Hybrid

About The Position

Overview 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. What We Offer: Paid Training FREE UTI or Concorde Tuition for you AND your Immediate Family Medical/Dental/Vision/Life Ins/STD & LTD Ins 401K, Paid Holidays, Paid Time Off Paid Parental Leave 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 Qualifications Education / Experience Bachelor’s degree in Business, Human Resources, or related field and five (5) years progressive HR experience as a generalist, specialist, analyst, or business partner Specific experience in education, or other highly regulated field, and multi-site, multi-state environments (highly preferred) PHR / SHRM–CP certification (preferred) Knowledge 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 Skills 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.) Abilities 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 Work Environment Work is performed indoors in a climate-controlled environment when on-site a UTI location Hybrid (remote and onsite) worksites are available; Employees must meet minimum technical standards for eligibility and participation

Requirements

Bachelor’s degree in Business, Human Resources, or related field and five (5) years progressive HR experience as a generalist, specialist, analyst, or business partner
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