Human Resources Business Partner Job Scranton area,Pennsylvania USA,HR/Recruitment

The Human Resources Business Partner (HRBP) serves as a trusted advisor and strategic partner to Community Aid's store leadership teams in achieving organizational goals through effective people practices. Through consultation, the HRBP equips leaders to handle people matters with confidence and consistency, strengthen employee engagement, improve performance, resolve employee relations issues, develop talent, and cultivate a workplace culture where people can thrive and do their best work together.

The successful HRBP demonstrates our core behaviors in everything they do. This role is designed to be a force multiplier for management; building their capability so they can lead their teams well. This includes partnering with operations to understand their people’s needs, coach management, and working together to find business solutions.

Though a hybrid role, HRBPs typically support multiple store locations and are expected to maintain a regular onsite presence within assigned areas.

KEY AREAS OF RESPONSIBILITY:

Guided by our core behaviors, the successful HR Business Partner is a champion of our values-driven culture who is focused on equipping management providing an excellent employee experience and partnering with our management teams as follows:

Partnering with People Managers:

Coach
… on how to navigate employee relations issues to appropriate outcomes, including educating management on company policy and employment/labor law interpretation and application;
… on appropriate early interventions, documentation, and corrective action in alignment with our core behaviors and following established workflow and procedures. Monitor progress and follow-through;
… leaders in making sound employee-related decisions aligned with Community Aid’s mission, values, and core behaviors.
… mangers on how to utilize and guide employees to resources designed to help those experiencing needs beyond the manager or company’s scope
Consult
… on talent selection, as well as participating in the process depending upon the volume and type of role(s) that need to be filled;
… on offers for new hires, promotions, and transfers to ensure alignment with compensation philosophy and strategy;
… on employee development and performance management, including documenting and addressing individual performance challenges, quarterly/annual review process, and succession planning to identify and develop bench strength.
… by leading and/or assisting with investigations in response to complaints and/or allegations of misconduct by following established investigation procedures;
… in the hiring process; monitor and review post-offer background check and drug screening outcomes in a timely fashion, escalating with recommendations, as appropriate;
… by utilizing employee sensing data to coach people managers on key drivers of employee engagement and related action planning.

Serving Employees:

Care
… by guiding employees to utilize resources designed to help those experiencing needs beyond Community Aid’s or the HR team’s scope;
… by ensuring potential leave of absence/accommodation situations are properly handled in partnership with the HR Benefits and Process Specialist;
… by being present for Daily Huddles and purposefully engaging with management and employees when visiting a location.
Comply
… by maintaining knowledge of legal requirements related to day-to-day management of employees to ensure their safety and reduce legal risks (escalate matters as needed/required);
… by properly maintaining employee records in accordance with company and government guidelines.
… by adhering to confidentiality and the protection of an employee’s sensitive/private information.

Additional

Duties and Responsibilities:

Participate in and/or lead HR projects or…