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Form of workAs part of a mission centric, locally delivered and nationally powered organization this role is responsible for directly driving revenue by creating and leading the communication strategies and resources for the Leukemia & Lymphoma Society's (LLS) core campaigns, departments, and teams that support our fundraisers.
The Human Resources Business Partner will support managers and staff in the execution, and delivery of HR programs, policies, and initiatives while promoting a positive and productive work culture. The Human Resources Business Partner will act as the initial point of contact for managers and staff to HR, with an emphasis on providing consistent, quality, and timely advisement while partnering with Center of Excellence leads (COE) to provide an end-to-end solution for all their People Needs. COE functions include employee experience, talent acquisition, internal mobility, talent management, learning and development, organizational development, workforce planning, total rewards, and employee relations.
As a valued member of LLS, you are eligible for a comprehensive benefits package. Our offerings include medical, dental, and vision insurance; life insurance; flexible spending accounts; a 403b retirement plan along with generous paid time off. In addition, we observe federal paid holidays throughout the year, and offer a wellness program and an employee assistance program.While employees may be permitted to work remotely, travel to the assigned office, HUB or Satellite Offices may be required as determined by the employee's manager and the employee's Strategic Talent Partner.
Additional Position InformationReports to:Director, People Services Supervises:Individual ContributorResponsibilities
Duties and Responsibilities:
People (HR) Advisory
- Meets regularly with assigned departments, territories, regions, to develop relationships and evaluate People needs.
- Acts as first point of contact for People concerns and answers employees' questions, uses appropriate judgement to route complex questions and issues to COE Leads and provides follow up to ensure issues are resolved in a timely manner.
- Provides People advisory service to managers ensuring compliance with organizational policies and procedures & guides managers through cyclical HR processes.
- Provides day to day HR functional support for the organization including HRIS, employee relations, performance management, organizational development, compensation, and training & development.
- Provides people management indicators, via HRIS, to Managers to inform their talent reviews, workforce planning and succession planning processes handled by the Organization Development COE.
Employee Relations & Performance
- Provides performance management advisement to managers and employees in accordance with policies, procedures, and compliance.
- Coaches and mentors' managers on employee performance issues, including progressive discipline approaches, having difficult conversations and documentation in a timely manner.
- Mediates employee issues and disagreements; Escalates behavioral/conduct issues to Employee Relations COE and collaborates on resolutions.
Culture, Engagement, & Talent
- Provides and makes recommendations to COE Leads and managers regarding morale, motivation, or at-risk talent.
- Ensures New Hire Experience (onboarding) process is understood and followed by hiring managers and new hires.
- Reviews Employee Opinion Survey reports and provides action planning advice.
- Helps connect employees to eligible learning programs offered from the Talent Development & Learning COE, and partners with managers to support employee growth.
- Advises on hiring: employee, temporary worker, and contractor decisions from intake through offer and onboarding and supports DEI strategies in hiring.
- Maintains a working knowledge of the LLS mission and Philanthropy programs.
- Performs other related duties as assigned.
#LI-Remote
QualificationsEducation Requirements
- 5 years of proven HR experience and achievements in a mid-level generalist/HRBP capacity, along with previous HR operations management experience.
- Bachelors' Degree in related field required; SHRM or other similar accredited certification preferred.
Skills & Experience
- Previous Not-for-Profit Experience Preferred
- Broad understanding of HR principles and practices; Experience working across the various HR disciplines including compensation, recruiting, employee relations, organizational development, talent development, performance management, and diversity.
- Exceptional customer focus: ability to build effective working relationships with employees at all levels of the organization.
- Ability to demonstrate sound judgment on employment-related matters, strong follow-through.
- Excellent written and verbal communication skills.
Physical Demands & Work Environment:
- Physical demands are minimal and typical of similar jobs in comparable organizations.
- Work environment is representative and typical of similar jobs in comparable organizations.
- Travel approximately 10-20% of the time for team meetings or as needed.
- Average salary range is $85K-$100K, open to further discussion based on geography.
