HR Business Partner

Flexibility Option:

Job Req Id: 30651

Description:

Be part of a growing, successful company in an exciting and challenging field. Border States is 100% employee-owned, which means you’re empowered to make decisions, find solutions and receive rewards for your hard work.

This position will be located in: Phoenix, AZ Fargo, ND; Kansas City, Mo; Kansas City, KS; Chicago, IL; Charlotte, NC; Minneapolis, MN

Application Deadline: Posted until job filled

Job Summary

the HR Business Partner provides direction and expertise for the area leadership team in support of Border States’ vision, values, business plans and a magnetic employee-owner experience. Executes and delivers an area people strategy that ensures the business is designed for sustained high performance; attracts, develops and retains the talent necessary for success today and into the future; and leverages and accelerates Border State’s culture of employee ownership. Provides administrative support to the human resources department and employee-owners by assisting with processes, projects and records across multiple human resources areas.

Responsibilities

Essential Functions

- Champions change management on area initiatives by creating awareness, understanding, buy-in and ownership for change and supports the build-out of change management capability across Border States.

- Supports Border States’ total rewards team in base pay management and resolution of compensation and benefits issues.

- Coaches business leaders on salary, bonus, merit and reward recommendations.

- Acts as a resource to business leaders and employee-owners regarding compensation and benefit issues.

- Advises leaders on goal setting and the performance review process, providing instruction on timelines and processes.

- Oversees/coordinates recruiting, staffing, interviewing, testing and assisting with selection of exempt and non-exempt positions.

- Monitors and analyzes area turnover and work with leaders to maintain quality employee-owners.

- Monitors and coordinates on-boarding process.

- Assesses area needs and partners with the Learning and Development and Regional HR team to implement and execute consistent strategies relating to employee-owner development.

- Supports performance management process to ensure continuous improvement and the implementation of best practices.

- Partners with area leadership to gain an understanding of employee engagement across the area and implement action plans to drive retention of talent and a culture of high performance.

- Ensures inclusion and an open/equitable work environment for all employee-owners related to programs, policies and procedures.

- Actively promotes diversity in staffing.

- Oversees employee-owner relations issues and investigations in designated areas

- Ensures investigations of unfair treatment/discrimination charges, harassment complaints, wrongful terminations, wage/hour issues and other potential legal matters are resolved and organizational learning is captured.

- Ensures implementation and monitors compliance of existing company policies and programs such as postings, orientation, retention, exit interviews, substance abuse testing and revisions to handbooks/manuals and orientation materials.

- Ensures compliance with all federal, state, and local laws, as well as all Company policies and procedures.

- Regularly report employee-owner relations issues/activities to Regional HR Manager, Area Leaders, and other business functions as needed.

- Maintains consistency and ensures data integrity in the system.

- Responds to unemployment claims using appropriate documentation and other supporting information.

- Helps compile and analyze HR related metrics to help ensure processes are supporting the branches appropriately.

- Acts as a liaison between employees and management, as needed.

Non-essential Functions

- Works with Border States’ recruiters to facilitate position requisition and job posting processes for all positions as needed.

- Facilitates relocation program as needed.

- Assists in the coordination of updates to handbook, procedures manual and SOPs as needed.

- Participates in weekly, monthly and quarterly area/HR meetings and other communication meetings as needed.

- Perform other duties as assigned by supervisor or designate.

Qualifications

- Minimum of four-year degree in Business or Human Resources

- Human Resource certification preferred

- 1+ year(s) strong HR Business Partner experience including talent management, talent acquisition, change management, employee relations along with knowledge of employment related laws and regulations

- Good working knowledge of PC for Windows, Microsoft Office (Excel and Word), Internet, Email and SAP software

Skills and Abilities

- Must have strong leadership, team building and project management skills.

- Excellent interpersonal, written and verbal communication skills.

- Excellent customer service skills include being competent, accurate, responsive, and engaged.

- Must be motivational, flexible, dedicated, open to change.

Physical Requirements

Frequency at which you would carry/lift in a typical day:

Occasionally 0 – 33% Frequently 34 – 66% Continuously: 67 – 100%

- Lift from Waist:

- < than 10 lbs. - Not at all

- 10 to 25 lbs. - Not at all

- 26 to 50 lbs. - Not at all

- 51 to 75 lbs. - Not at all

- 75 to 100 lbs. - Not at all

- 100+ lbs. - Not at all

- Lift from Floor:

- < than 10 lbs. - Frequently

- 10 to 25 lbs. - Frequently

- 26 to 50 lbs. - Occasionally

- 51 to 75 lbs. - Not at all

- 75 to 100 lbs. - Not at all

- 100+ lbs. - Not at all

- Carried for Distance:

- < than 10 lbs. - Not at all

- 10 to 25 lbs. - Not at all

- 26 to 50 lbs. - Not at all

- 51 to 75 lbs. - Not at all

- 75 to 100 lbs. - Not at all

- 100+ lbs. - Not at all

Physical Activity

Frequency at which you would do the following in a typical day:

- Sitting (a continuous period of being seated) - Continuously

- Standing (for sustained periods of time) - Frequently

- Walking (moving about on foot to accomplish tasks) - Frequently

- Bending/stooping (downward and forward) - Occasionally

- Crawling (moving about on hands and knees or hands and feet) - Not at all

- Climbing/Walking Stairs (ascending or descending) - Frequently

- Reaching (extending arms in any direction) - Frequently

- Crouching/squatting (bending the body downward and forward by bending leg and spine) - Occasionally

- Kneeling (bending legs at knee to come to rest on knee(s)) - Occasionally

- Balancing (maintaining body equilibrium to prevent falling) - Occasionally

- Repetitive motion (substantial movement (motions) or the wrists, hands, and/or fingers) - Continuously

- Pivoting (movement in any direction with one foot, keeping the other in contact with the floor) - Occasionally

- Pushing/Pulling (using upper extremities to press against or draw or tug) - Occasionally

- Grasping (Applying pressure to an object with the fingers and palm) - Continuously

- Fingering (picking, pinching, typing; working with primarily fingers and not whole hand) - Continuously

- Talking (expressing or exchanging ideas by means of the spoken word) - Continuously

- Driving (the control and operation of a motor vehicle) - Frequently

- Desk work (work usually performed at a desk) - Continuously

- Use of a computer - Continuously

- Use of a telephone - Continuously

- Hearing (Perceiving the nature of sounds at normal speaking levels) - Continuously

- Exposure (to adverse weather & temperature conditions) - Not at all

- Travel (travel needed to perform job duties) - Frequently

Additional Information

This job description is a summary of the job duties and responsibilities and is not intended to cover all possible job duties and is subject to change at the employer’s discretion. Employees must be able to perform the essential job duties and satisfy job requirements either with or without a reasonable accommodation.