What are the responsibilities and job description for the Human Resources Business Partner position at Linden Oaks?
Job Description
Linden Oaks is a non-profit school and therapy center serving children and young adults, ages 12 months through 40 years of age. Established in 1955, Linden Oaks has been a renowned leader in special education and disability services, supporting Southern California.
Overall Purpose: The Human Resource Business Partner will lead and direct the organizations Human Resources program including but not limited to succession planning, compensation and benefits, recruitment, training, leadership development, talent management, performance management, and employee engagement programs. In addition, the HR Business Partner will oversee program operations including but not limited to payroll operations, benefits management, workers compensation, leave administration, regulatory compliance, staff investigations, and ensure compliance with company policies. The HR Business Partner will also be responsible for establishing multiyear human resource strategies and practices to meet specific business objectives of the organization.
Supervisory Responsibilities
- Oversees the daily Human Resources program
- Manages the recruiting, interviewing, and hiring processes
- Manages the employee engagement, onboarding, and training process
- Manages and participates in the performance review process
- Manages the handles discipline and termination of employees in accordance with company policy.
- Supports continuous change management across the organization
Essential Duties & Responsibilities:
- Partners with the leadership team to understand and execute the organization’s human resource and talent management strategy particularly as it relates to current and future talent needs, as well as succession planning.
- Establish and implement HR efforts that effectively communicate and support the organization’s mission and strategic vision.
- Develop HR plans and strategies to support the achievement of the overall business operations objectives.
- Champions the desired organizational culture, with a focus on employee experience.
- Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of misconduct, resolve grievances, and effectuate terminations.
- Provides training and internal coaching to staff and management on accountability, conflict resolutions, and other performance improvement techniques and strategies; interacts with executive leadership.
- Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
- Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
- Creates learning and development programs and initiatives that provide internal development opportunities for employees.
- Supports with benefits administration and audits.
- Oversees employee disciplinary meetings, grievances, investigations, and separations.
- Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies to maintain compliance.
- Supports with completion of compliance audits including but not limited to EEO-1, CA Pay Data Reporting, worker’s compensation, ACA reporting, and other mandated reporting.
- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
- Develop and monitors resources and budgets.
- Handle confidential matters with discretion
- Other duties, as assigned, to support SLDC staff, students, clients, and mission.
Relationships/Contacts:
- Able to interact with all levels of employees and other departments outside the Human Resources Program to resolve issues and improve efficiency.
- Must maintain a high level of confidentiality
Additional Dimensions:
- Adheres to SLDC’s mission, values, strategic goals, and high standards of customer service.
- Adheres to the SLDC Compliance Program, including strictest confidentiality of HIPAA protected health information.
- Must be able to communicate clearly and concisely, both orally and in writing.
The preceding functions have been provided as examples of the types of work performed by employees assigned to this job classification. Management reserves the right to add, modify, change or rescind work assignments. This position is classified as exempt meaning more than 50% of the employee’s time is spent performing exempt job duties consistent with this job description. If the employee finds the actual job duties change from those described herein so the employee is not performing exempt duties more than 50% of the time, the employee must immediately inform management.
Qualification Requirements:
- Excellent verbal and written communication skills.
- Excellent interpersonal, negotiation, and conflict resolution skills.
- Excellent organizational skills and attention to detail.
- Strong analytical and problem-solving skills.
- Ability to prioritize tasks and to delegate them when appropriate.
- Ability to act with integrity, professionalism, and confidentiality.
- Thorough knowledge of employment-related laws and regulations.
- Proficient with Microsoft Office Suite or related software.
- Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.
- Proficiency with the following HR related tasks: employee files and documents management, recruiting, onboarding, WOTC, benefits administration, leaves of absence, workman’s compensation, OSHA reporting, risk management, payroll, employee relations, performance management, DE&I, succession planning, compliance, EEOC and CA Pay data reporting.
- Must be able to travel between office locations as needed.
Education and Experience:
- Bachelor’s degree in Human Resources, Business Administration, or related field required.
- A minimum of five years of HR experience required, 3 years must be in management.
- PHR, SPHR, SHRM-CP, or SHRM-SCP highly desired.
Physical Demands: Standing 30%, sitting 60%, walking 30%, lifting 10%, computer use 80%, bending 20%, stooping 20%, lifting up to 20lbs., ability to implement emergency training (CPR, etc.) at all times, ability to implement emergency procedures (fire, earthquake, active shooting, etc.) at all times.
Work Environment: Some noise, some distractions, multiple changing priorities.
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
