Hr Business Partner - Hybrid

Description
PRINCIPAL RESPONSIBILITIES AND DUTIES:

• Conducts exit interviews in timely manner, analyzes, and summarizes data periodically for leadership review. Initiates the exit checklist for terminated employees on a timely basis.
• Counsels employees with regard to any aspect of their employment and assists with the mediation of employee concerns.
• May serve as the subject matter expert and/or back up for leaves of absence (LOA) including FMLA and is responsible for FMLA and LOA determinations and tracking
• Acts as a trusted business partner to assigned business units and department leaders, advising on all matters related to talent and performance management, escalating to HR management when necessary. This includes understanding the assigned business units and departments, including key business functions, strategic initiatives, and processes.
• Assists with the preparation and accuracy of position descriptions and job grades. Reviews job descriptions routinely to ensure they remain up-to-date.
• Manages the entire recruiting process for assigned departments including but not limited to job posting, interviewing, reference and background checks, and new hire orientation. Plans and manages the execution of creative sourcing activities such as career fairs and student recruitment and develops relationships with local organizations to obtain a qualified and diverse candidate pool.
• Conducts and documents formal investigations of employee complaints. Recommends appropriate resolution and reviews with HR management when necessary.
• Counsels employees on the leave process and ensures appropriate paperwork is completed to support regulatory requirements.
• Responds to unemployment claims and other outside inquiries as needed.

Facilitates the interactive process for accommodation requests under the ADA.

• Responsible for special projects related to the human resources function.
• May coordinate or assist Administration to organize various employee-related events including but not limited to charity events, anniversary luncheons, and division celebrations.
• May serve as a payroll backup.
• May assist with the evaluation of workplace injuries, makes appropriate referral for medical assistance, ensures OSHA records are correctly maintained, and injuries reported timely.
• Other duties as assigned.

Skills And Abilities Required

• Experience evaluating local talent pools and establishing relationships with local organizations to ensure Cass is able to attract and retain top talent.
• Experience leading others to a successful outcome.
• Ability to work without direct and daily supervision and guidance.
• Demonstrated analytical and problem resolution skills.
• Excellent listening and employee counseling skills.
• Ability to consistently act with integrity, professionalism and maintain confidentiality.
• Ability to communicate effectively with staff at all levels, both verbally and in writing.
• In-depth working knowledge of employment law.
• Effective organization and time management skills.
• Proven ability to manage projects and follow through.
• Strong presentation skills to present to large groups and maintain multi-level communication flow.

Minimum Level Of Preparation And Training Normally Required

• A bachelor’s degree in human resources, business administration or related area or equivalent experience.
• HR certification preferred.
• 3-5 years of human resources generalist experience, experience in a high-volume, nonexempt recruitment environment preferred.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)