[Close] 

Human Resources Business Partner (HRBP)

Acts as an adviser to supervisors and managers, ensuring legal compliance and resolution of personnel actions and concerns.
Provides leadership support to accomplish department objectives through monthly one-on-one meetings and attending staff meetings and the like.
Resolves routine employee relations issues and complaints. Refers difficult or very complex issues to the Sr. HR Director as needed. Acts as a resource for managers and employees to ensure their understanding and compliance with HR policies and regulations. Keeps management advised of potential problem areas and recommends/implements solutions as appropriate.
Assists employees and managers regarding general issues pertaining to benefits, terminations, policy interpretation, and other HR products and deliverables.
Maintains internal HR databases (i.e., tracking sheets, performance appraisal logs, and corrective action logs).
Partners with employees and management to interpret Human Resources policies, procedures, laws, standards, and government regulations.
Assists with communicating changes to employees and conducting employee presentations.
Participates in staff meetings and works to expand the level of knowledge in all HR disciplines through on-the-job training, in-house training, self-study, and outside training as available.
Maintains compliance with federal and state regulations concerning on-boarding, employment, employee relations, and terminations.
Conduct effective, thorough and objective investigations; prepare comprehensive reports, formulate recommendations for remedial action if necessary; maintain and organize all documentation associated with the investigation.
Analyzes exit interview data and makes recommendations to the management team for corrective action, continuous improvement and to increase retention rates.
Facilitate and/or provides HR related training to the workforce.
Manage the employment and onboarding process, including the following: posting and distribution of open positions, assist field with writing and placing advertisements, facilitation of pre-employment background screening and assistance with on-boarding, new employee orientation, and designated training.
Provide HR analysis to assist in various HR projects and initiatives.
Ensure consistent and timely management of employee leaves (STD, LTD, Workers Comp, FMLA); strong understanding of reasonable accommodations and the interactive process; prepare and tailor written correspondence as well as maintain all documentation that accompanies the management of the interactive process.
Collaborate with other HR team members and leverage their expertise in delivering and implementing functional initiatives.
Other duties as assigned.
Qualifications
Minimum Requirements:
A bachelor's degree and 2 years' human resource experience or HR certification and 4 years of relevant HR experience.
HR Certification Preferred
Demonstrated considerable knowledge of federal and state employment laws.
Solid working knowledge of multiple human resource disciplines.
Demonstrated ability to relate well to individuals and groups with widely varying backgrounds, perspectives, education, and skills.
Superior communication, both oral and written, cooperation, and organizational skills.
Excellent HRIS, MS Office Suite skills.
Self-starter and problem-solver.
Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee frequently is required to stand and walk. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. The noise level in the work environment is usually moderate.

Don't Be Fooled

The fraudster will send a check to the victim who has accepted a job. The check can be for multiple reasons such as signing bonus, supplies, etc. The victim will be instructed to deposit the check and use the money for any of these reasons and then instructed to send the remaining funds to the fraudster. The check will bounce and the victim is left responsible.

More Jobs

Human Resource Business Partner
Portland, ME spurwink services
Human Resources Internship - Thomas College St...
Brewer, ME Eastern Maine Healthcare Systems
Human Resources Generalist
Portland, ME Baker Newman Noyes LLC
Human Resources Co-Op Intern
South Portland, ME Wex
Human Resources Coordinator
Portland, ME Baker Newman Noyes LLC