Trinity HR Operations Business Partner

The HR Operations Business Partner is responsible for the operation of various Human Resources functions, i.e., Benefits, Compensation, HRIS, Regulatory Compliance, Employee Relations, and HR Administration. The HRIS is powered using ADP Workforce Now.

The HR Operations Business Partner, in partnership with the Human Resources Director, is responsible for developing, managing, and optimizing Human Resources programs and services for the Team at Trinity United Church of Christ for the following areas: Benefits, Compensation, HRIS, Regulatory Compliance, Employee Relations and HR Administration.

Benefits:

• Oversee the administration of employee benefits programs including health insurance, retirement plans, wellness initiatives, tuition reimbursement, life/disability insurance, and other voluntary benefits.
• Act as a point of contact for benefits-related queries, offering guidance to employees and leaders on how to maximize the value of their benefits.
• Evaluate and negotiate with benefits vendors and carriers to ensure cost-effective, high-quality offerings.
• Ensure Trinity’s benefits programs comply with regulatory requirements such as ERISA, HIPAA, and COBRA.
• Manage open enrollment processes, employee communications, and ensure a high level of employee satisfaction with benefit offerings.
• Develop and manage the benefits budget, conducting cost analysis to ensure programs are financially sustainable while providing competitive offerings.
• Maintain and manage accurate employee benefits records, ensuring timely updates in HRIS and benefits administration systems.
• Monitor trends and make recommendations to enhance the overall benefits strategy.
• Analyze benefits usage and participation rates to identify trends and opportunities for improvement in employee offerings.
  
  

Compensation:

• Design, implement, and maintain competitive compensation programs, including salary structures, incentive plans, and other pay practices.
• Manage incentive and bonus programs that motivate employees while aligning with Trinity’s objectives.
• Conduct salary benchmarking and market analysis to ensure Trinity remains competitive within the industry and geographic areas.
• Manage job evaluations, promotions, and salary adjustments to maintain internal equity and market competitiveness.
• Evaluate job descriptions, perform job analysis, and classify positions into the correct salary grades or bands based on responsibilities, skills, and market competitiveness.
• Oversee annual salary reviews, promotions, and adjustments to ensure internal equity and alignment with market rates.
• Ensure compliance with legal regulations related to compensation, including FLSA and pay equity standards.
• Provide guidance to HR team members on compensation practices and policies.
  
  

HRIS:

• Oversee the management and optimization of the HRIS system to ensure accurate and efficient data collection, reporting, and analysis.
• Generate and manage HR data reports, dashboards, and analytics to support decision-making in areas such as employee performance, turnover, payroll, and compensation.
• Ensure data integrity, security, and compliance within the HRIS system.
• Develop and generate reports to support HR metrics and analytics, providing data insights.
• Train HR team members on effective use of HRIS for workforce planning and management.
• Define and maintain appropriate user access levels and permissions to protect sensitive HR data while ensuring authorized personnel have the tools they need.
• Collaborate with our HRIS service provider, ADP, to address system issues, upgrades, and new feature implementations, ensuring the system is functioning optimally.
  
  

Regulatory Compliance:

• Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting Human Resources management.
• Identify trends that could impact organizational objectives and/or operational resources.
• Interpret appropriate laws and policies and advise management, employees, etc., accordingly.
  
  

Employee Relations:

Lead and/or participate in the investigation and resolution of employee relations problems, anticipate problems whenever possible, and develop, recommend, and initiate appropriate steps for resolution.

HR Administration:

Assist the Human Resources Director in the daily administration of other HR programs, services, and projects as directed or assigned, including but not limited to HR Operations, onboarding, contractual worker contracts, ID badges, volunteers, interns, background checks/fingerprinting, promotions, transfers, wellness and wellbeing programs/projects, culture surveys, HR strategic plans, grant writing, employee handbook administration, celebratory/team events, retreat planning, etc.

Requirements: The HR Operations Business Partner will hold a Bachelor's degree in Human Resources, Business Administration, or a related field, with a Master’s degree preferred. The incumbent should have a minimum of 5 years of progressive HR experience, in benefits, compensation, HRIS, Regulatory Compliance, Employee Relations, and HR Administration. Experience managing HRIS systems is essential, along with strong technical knowledge of data management and reporting. Professional certifications such as CCP, CBP, SHRM-CP, PHR or SPHR are highly desired. ADP Workforce Now experience is preferred/essential. The incumbent must possess strong analytical skills to interpret data and provide actionable recommendations, along with excellent communication, leadership, and project management capabilities. Additionally, they should have a solid understanding of federal and state regulations affecting compensation and benefits, and demonstrate proficiency with HRIS platforms and advanced Excel skills.

• Please note that the salary for this position is up to $70,433 annually, based on qualifications and experience.