Human Resources Business Partner

Summary of Purpose / Full Job Description Notes:
Execute and facilitate the administration of Human Resources/talent operations within assigned work groups. This position experience handling employee relations issue; requires working knowledge of multiple Human Resource disciplines, project management/administration skills and knowledge of employment laws and their applicability to the Human Resources function.
Essential Functions

• Serve as the primary point of contact for managers, employees and candidates related to HR matters. Resolve issues associated with the employee lifecycle related to onboarding and terminations, etc.
• Understand resourcing needs by proactively engaging with managers. Partner with leadership to fill vacancies and draft job descriptions, facilitate transfers or promotions
• Responsible for the entry, maintenance, and accuracy of personnel data in various systems
• Responsible for the full-life cycle recruitment effort for all employee types, including research, sourcing, screening applicants, candidate assessment and interview management, offer recommendation, negotiation, and acceptance
• Responsible for onboarding new hires, conducting background checks, reference checks and file management
• Responsible for maintaining, updating, and answering questions related to various Human Resources policies, plans and procedures
• Conduct and resolve employee relations issues by conducting effective, thorough, and objective investigations and recommends action plans. Coach leadership accordingly
• Conduct interactive discussions related to INPO’s reasonable accommodation process
• Make recommendations to improve operational efficiency, identifying new approaches to procedures to effective continual improvements in the department and services performed
• On a rotating basis, provide on-call service to resolve COVID-related items
• Ensure compliance with all legal and regulatory concerns including Federal, State, and local laws and regulations related to the Human Resources function such as FLSA, ADA, Civil Rights Act of 1964, and FMLA

Competencies
Knowledge

• Strong knowledge of employment laws
• Knowledge and proficiency with Microsoft Office applications

Education, Licenses, and Certifications
Required

• High School Diploma

Preferred

• Bachelor’s degree in Human Resources, Business Management or equivalent
• HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)

Experience
Required

• Minimum of 3 years business experience
• Minimum 2 years HR Generalist experience with increasing levels of responsibility in a diverse employee population
• Minimum 1 year employee relations experience
• Working knowledge of multiple Human Resource disciplines. Technical and functional knowledge of state and federal employment labor laws, Workers’ Compensation, OSHA, FMLA, ADA, benefit programs and regulatory requirements
• Demonstrated success working in a matrixed organization, strong work ethic and ability to work effectively in a high-volume, fast-paced, matrixed environment
• Excellent communication, analytical, and problem-solving skills; thrives in a results-oriented, collaborative environment
• Proactive and service-oriented approach with strong coaching and dispute resolution skills
• Passion for implementing innovative process improvement for gained efficiency

Behaviors and Assessments/Additional Requirements

• Employment is dependent upon successfully completing a pre-employment background check and drug and alcohol test.
• This position may require obtaining unescorted access status.
• This position requires direct or indirect access to certain export-controlled technology, for which INPO may be required to obtain an export license in accordance with applicable U.S. export control laws and regulations. If an export license is required, any offer of employment at INPO for this position is contingent upon receipt of the export license or authorization.

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)