Human Resources Business Partner

Penn National Insurance has a great opportunity to join our team as an HR Business Partner! This is a hybrid position reporting to our Home Office in Harrisburg, PA.

The HR Business Partner is responsible for the overall administration of Human Resources policies, programs, and practices. This position is the subject matter expert in leave administration and accommodations. The HRBP is accountable for planning, organizing, implementing, coordinating, and managing various human resources scenarios in support of the business’ strategic goals. Duties include supporting the full employee lifecycle to include leave administration, ADA accommodations, job description development, performance improvement plans, career progression, compliance, and formulating policies and procedures.

COMPETENCIES AND ESSENTIAL DUTIES OF THE HUMAN RESOURCES BUSINESS PARTNER

Business Acumen

• Provides direction to leaders and staff to ensure compliance of Penn National Insurance’s policies, Federal and State laws and regulations, and accepted business practices.
• Is the subject matter expert in managing employee leave programs, ensuring employees receive the appropriate guidance and benefits for time away from work and in compliance with Federal and State laws and regulations. Leaves include FMLA (both federal and state level), Paid Family Leave, disability, and workers’ compensation
• Utilizes business knowledge to build strong and effective relationships with leaders and staff to support their achievement of corporate, affiliate, and divisional business objectives.
• Participates in self-development to maintain the necessary knowledge to perform the duties of the position.
Acts a subject matter expert to the organization for all human resources policies.

Negotiation

• Consults with leaders on the performance management process to include performance improvement plans (PIPs). Monitors and recommends revisions to performance evaluations and goal setting, as necessary.
• Consults with leaders, providing human resources policy guidance and interpretation.
Works with employees on leave administration and return to work administration.

Results Oriented

• Responsible for partnering with leaders to design, implement, and follow through on performance improvement plans for identified performance and/or behavioral areas of concerns.
• Supports the performance management process.
• Responsible for the monitoring of employee turnover, conducting exit interviews, and providing insights on trends and recommendations on remediation.
Responsible for the annual review of all human resources policies and procedures.

Time & Priority Management

• Develops and delivers human resources training, both formal and one-on-one, to drive leadership and employee capability. Delivers training in support of legal/regulatory issues and human resources policy updates.
• Completes compliance reporting with accuracy and attention to detail.
• Manages company response to unemployment compensation claims, EEO filings, workers compensation claims, and related issues.
Manages leave of absence programs in a timely manner, in accordance with Federal and State requirements.

Decision Making

• Drives process improvement through validating the effectiveness of current human resources policies, processes, and programs; provides recommendations to Director, Talent Management.
• Develops, recommends, and implements human resources policies and procedures.
Evaluates employee requests for leave of absence to make appropriate determination of eligibility within the company and regulatory requirements.

Performs various projects requested or assigned by the Director, Talent Management.

CORPORATE CORE COMPETENCIES OF THE HUMAN RESOURCES BUSINESS PARTNER

Effectively Communicates and Connects

• Communicates and negotiates effectively with peers regarding work outcomes.
• Influences by making a strong case, bringing other people on the team to understand the presented viewpoint.
• Provides feedback and is clear when disagreeing with an approach; offers suggestions for improvement.
• Attentively listens and asks clarifying questions and paraphrases to enhance understanding.
Builds and nurtures positive relationships within the workplace.

Customer Focused

• Identifies explicit and implied customer needs.
• Asks probing questions to fully understand business requirements.
• Develops positive relationships with customers by meeting their needs as well as incorporating their feedback.
• Responds quickly and takes action with high quality solutions that address needs and improve overall customer experience.
Owns resolution of customer experience outcome.

Talent Development Mindset

• Discusses technical and professional development with peers to gain suggestions for further development.
• Actively seeks and acts on opportunities to recognize peers for high performance.
Stays alert to identify learning opportunities for self.

Demonstrates Adaptability

• Contributes to progressive thinking within the team by posing questions that challenge traditional methods or processes.
• Proposes ideas and suggests new approaches to tackling own work tasks and issues in a better way to drive organization success.
• Participates in and actively supports change initiatives; and provide ideas to promote their success.
• Recognizes and manages an ambiguous work environment.
Demonstrates flexibility in generating alternative solutions and recommendations.

Demonstrates Accountability

• Applies judgment in making decisions about own work and takes responsibility for actions.
• Demonstrates reliability by producing steady work results and delivering on commitments to team members on time.
• Takes responsibility for regularly seeking and applying feedback and actively learning from errors and setbacks.
Understands the mission of the organization.

SPECIAL RELATIONSHIPS FOR THE HUMAN RESOURCES BUSINESS PARTNER

• Interacts with all levels of the organization internally, as well as interaction with external entities such as legal counsel and regulatory bodies.
This position serves as a liaison between leadership and the Human Resources function.

QUALIFICATIONS FOR THE HUMAN RESOURCES BUSINESS PARTNER

Education/Credentials

• Bachelor’s degree in the field of Human Resources preferred
SHRM or HRCI certification preferred.

Experience

• Must possess a minimum of 2 years administering leaves of absence.
Must possess a minimum of 3 years managing the full employee life cycle.

Technical/Professional Knowledge

• Ability to comprehend, analyze, and demonstrate good judgement in complex employee relations issues
• Expert working knowledge of statutes and regulations applicable to employment and employee relation issues (e.g. FMLA, ADA, Title VII, ADA, FLSA and ADEA), in a multi-state jurisdiction
• Excellent interpersonal oral and written communication skills
• Solid sense of confidentiality and discretion
Knowledge of Microsoft Office products such as Word, Excel, and PowerPoint

JOB REQUIREMENTS (as required by ADA – Americans with Disabilities Act)

• This position is primarily a sedentary position that requires occasional standing and walking throughout the office environment.
• Must be able to see and effectively use a computer monitor.
• Must be able to operate a computer, keyboard and applicable printers and other general office equipment.
• Must be able to access and enter information accurately using automated systems.
• Must be able to hear and communicate via the telephone and/or monitoring devices to both internal and external clients.
• Must be able to present information to individuals and groups.
• Must be able to interpret and apply concepts that may or may not be based upon established guidelines.
• Must be able to maintain acceptable attendance and adhere to scheduled work hours.
• Must have a valid driver’s license and be able to operate a motor vehicle.
Must be able to travel with overnight stays as required.

Only candidates from the following states will be considered for positions at Penn National Insurance: Alabama, Delaware, Iowa, Maryland, Minnesota, North Carolina, New Jersey, Pennsylvania, South Carolina, Tennessee, Virginia, Wisconsin.

Why Penn National Insurance

A career with Penn National Insurance offers a total rewards package that makes us a regional employer of choice. When you are part of the Penn National Insurance family, we want you to feel secure in:

Your Career: We offer a comprehensive benefit and compensation package including a generous 401k match, graded profit sharing, recognition programs, and incentive compensation. Additionally, Penn National Insurance company policy provides for remote access, flex-scheduling, and a dress-for-your-day dress code.

Your Employer: Penn National Insurance celebrated its 100th anniversary in 2019. With the one billion dollar direct written premium threshold in sight, the company is utilizing innovation solutions and analytic insights to grow its share of the small commercial and middle market business, as well as personal lines. Our proud tradition of adhering to a relationship-driven business model, and our ability to adapt to changes over time reinforce our reliability and strength.

Your Community: The Company and our employees donate more than half a million dollars annually to fund enrichment programing throughout the communities we serve. Our United Way campaign raised an additional three hundred fifty thousand last year. We are also taking real steps to decrease our environmental impact. We have added bicycle accommodations, enhanced energy efficiency, introduced water conservation measures, and implemented cool-roof technology.

Your Future: We create a rewarding career path and enable long-term retention by offering enhanced benefits around continuing education and professional development. The average employee tenure at Penn National Insurance is 14 years!

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, creed, affectional and sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law . Consistent with the Americans with Disabilities Act (ADA) and EEOC guidance, it is the policy of Pennsylvania National Insurance to provide reasonable accommodations to qualified individuals with disabilities in all aspects of the employment process. If you require a reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please direct your inquiries to a HR Business Partner via telephone at 800-368-4764, or through email, HRBusinessPartner@pnat.com .