Human Resources - Senior HR Business Partner 155-2012

CommunityCare•Tulsa, OK

About The Position

The Senior HR Business Partner addresses employee concerns, promoting engagement and ensuring a fair and consistent application of company policies. Serves as an advisor to managers and employees for employee relations, investigations, etc. Supports management with the creation of SMART goals and performance and succession planning.

Requirements

Knowledge of talent management tools used in performance and potential assessments
Excellent oral and written communications skills.
Working knowledge of employment laws (FMLA, ADA, EEO, FLSA, etc.).
Exceptional interpersonal, strong conflict resolution, and organizational skills.
High level of integrity and confidentiality in handling sensitive information.
Successful completion of Health Care Sanctions background check.
Strong project management skills and ability to lead cross-functional initiatives
Excellent attention to detail
Ability to work collaboratively and with a supportive attitude
Ability to work independently with minimal supervision
Ability to assess tasks based on urgency and importance
Bachelor’s degree in Human Resources, Business Administration, or a related field
5+ years of experience in HR, with a strong focus on operations and employee relations.

Nice To Haves

HR certification (e.g., SHRM-CP/SCP or PHR/SPHR)

Responsibilities

Assist employees with engagement initiatives, surveys, and feedback collection.
Serve as a point of contact for employee inquiries and workplace concerns.
Promote positive employee relations through conflict resolution and mediation.
Advising managers on performance and disciplinary issues.
Ensure HR policies, procedures, and documentation are up-to-date and compliant.
Drive continuous improvement in HR operations through process automation, reporting, and compliance audits.
Help implement performance appraisal processes and development feedback tools.
Serve as a trusted advisor to managers and employees on workplace issues, policy interpretation, and conflict resolution.
Conduct internal investigations in response to complaints or concerns, ensuring thorough documentation and timely resolution.
Support performance management processes, including coaching, corrective actions, and termination procedures.
Develop employee succession planning, career planning with strategic thinking using performance and potential assessments, i.e. “5 Box Theory”.
Performs other duties as assigned.