What are the responsibilities and job description for the Human Resources Business Partner position at Center for Human Development, Inc.?
The HR Business Partner (HRBP) will play a critical role in supporting the success of CHD by fostering a positive and engaging employee experience. This role will focus on building strong relationships with employees and managers, resolving employee relations issues, and driving initiatives to improve employee engagement and retention across assigned business units.
Employee Relations:
- Partner with managers to address employee performance issues, concerns, and conflicts.
- Conduct thorough and objective investigations into employee relations matters.
- Provide guidance and support to managers on employee discipline and corrective action.
Employee Engagement & Retention:
- Develop and implement strategies to improve employee engagement, morale, and retention.
- Conduct employee surveys and analyze data to identify areas for improvement.
- Partner with management to develop and implement action plans to address employee feedback.
HR Policy & Compliance:
- Advise managers on the interpretation and application of HR policies and procedures.
- Ensure compliance with all applicable federal, state, and local employment laws.
- Conduct regular reviews of HR policies and procedures to ensure they are current and effective.
Communication & Collaboration:
- Effectively communicate with employees, managers, and other stakeholders.
- Build strong relationships with managers and employees across assigned business units.
- Collaborate with the HR team and other departments to achieve organizational goals.
- This position requires an on-site presence in Connecticut offices with travel to the Springfield, MA office 1 day per week.
Experience
Required- 2 year(s): Engagement & Retention
- 3 year(s): Employee Relations
Education
Required- Bachelors or better
- High School or better
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)
