Human Resources Business Partner-Us

Job Summary:

The Human Resources Business Partner (HRBP) taps into a strong knowledge of business operations and partners with the Director of Human Resources to align business objectives with management and team members in a designated region or area. The HRBP implements and provides valuable input to provide support in a variety of people-related areas such as employee engagement, change management, employment branding, recruitment, on-boarding, culture, policies, compensation, performance management, employee relations, training, and learning and development.

Primary Functions:

• Lead people-related initiatives, including training, staffing, talent acquisition, and employee relations.
• Maintain a high level of contact and visibility with team members at all levels to foster respectful, trusting, and credible relationships. Serve as an advocate for multiple stakeholders to ensure a fair and comprehensive assessment of perspectives and options.
• Collaborate with hiring managers and recruiters to promote the employment brand and establish strategies to build the talent pipeline and attract qualified and diverse candidates. Ensure EEO compliance.
• Partner with the Learning and Development Director and HR Leadership to enhance management learning and implement change, development, and culture initiatives.
• Communicate all HR programs and organization policies effectively.
• In partnership with the Director of Human Resources, investigate employee relations issues, complaints, and conflicts in the workplace. Generate appropriate documentation and follow-up. Provide guidance to team members and management. May need to consult legal counsel support when necessary. Make recommendations for resolution to supervisors and individuals.
• Collaborate and partner with other Access regions/sites on HR planning and initiatives.
• Initiate and attend HR-related meetings.
• Partner with HR Shared Services team on all team member transactions including new hire paperwork, status changes, benefits enrollment, and compensation changes.

Secondary Functions:

• May be required to travel local during the business day, although out-of-area and overnight travel may be expected
• May support international locations as needed
• Demonstrate the Access Values and support the Shared Services, as needed
• Perform other duties as assigned or requested.

Education and Years of Experience:

• Bachelor’s degree or equivalent (in Human Resources, a plus) required
• PHR/SPHR certification preferred
• Minimum of 6 to 8 years’ experience resolving complex employee relations issues
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws

Knowledge, Skills, and Abilities:

• Solid HR generalist background including broad understanding of compensation, benefits, employee relations, employee engagement, regulatory compliance, employer branding, staffing, talent acquisition, and workforce planning
• Strong knowledge of HR related legal requirements to minimize legal risks and ensure regulatory compliance
• Strong working knowledge of HRIS systems
• Strong PC skills including MS Office applications
• Must be able to prioritize when presented with a long list of ‘top priority’ situations
• Be highly organized, and possess exceptional planning and time management skills
• Must possess a solid understanding of company HR policies and procedures
• Must have incredible attention to detail
• Excellent customer service orientation using a consultative approach
• The ability to communicate effectively and succinctly, both verbally and on paper
• Ability to exercise independent judgment in selecting methods and techniques for obtaining results
• Self-motivated, high-energy individual who can easily function in a high demand, performance-driven environment
• “Go-Getter” mentality that can work independently with minimal supervision to create solutions that are in alignment with the culture and strategies of the company
• Flexible; open to feedback and other viewpoints and options; searches for the "next right answer"
• Adaptable to changes in a fast-paced, changing work environment
• Ability to maintain high level of confidentiality

Physical Requirements (lifting, etc.):

• Periodic lifting up to 15 pounds.
• Sitting for long periods of time
• Use of hands for computer work
• Periodic standing, walking, reaching, and bending
• Travel to Access field locations, and record centers as required or needed 

Compensation: $90k + 10% IC

Access considers all applicants for employment without regard to race, color, religion, sex, gender preference, national origin, age, disability, or status as a covered Veteran in accordance with federal law.  In addition, Access complies with applicable state and local laws prohibiting discrimination in employment in every jurisdiction in which it maintains facilities. Access also provides reasonable accommodation to individuals with a disability in accordance with applicable laws.

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)Human Resources