HUMAN RESOURCE BUSINESS PARTNER

Job Description

Job Description

NOW HIRING: HUMAN RESOURCES BUSINESS PARTNER II

LOCATION: PHILADEPHIA, PA

HYBRID WORK SCHEDULE FOR THE RIGHT PERSON

JOB TYPE: FULL-TIME

WAGE: $70,000 TO $75,000 ANNUAL SALARY

Position Purpose

The Human Resources Business Partner II (HRBP II) is a tactical Human Resources (HR) position within the Office of Human Resources. This role is responsible for providing consultative HR operations support to affiliates. The HRBP II will act as a liaison between affiliates and the Office of Human Resources. The HRBP II is a strategic partner with the Office of Human Resources to ensure processes, procedures and policies are adhered to. The HRBP II supports the resolution of more complex HR issues, coaching and guidance to managers, and contributing to strategic HR planning within a specific business unit.

Major Responsibilities

HRBP II DIRECT DUTIES:

• Oversee and manage the distribution and administration of performance evaluations for assigned affiliate(s) employees.
• Facilitate and manage employee engagement efforts.
• Investigate and resolve minor employee relations matters and escalate major matters to the Employee Relations team.
• Maintain affiliate HR compliance items in preparation for regulatory compliance audits/licensing visits from state/local regulation boards.
• Manage job description distribution and management of signature completion.
• Complete the post-employment process.
• Submission of personnel change notice (PCN) for all personnel changes.
• Process employee suspensions in collaboration with the Employee Relations team.
• Review of new hires and complete new hire employment requests.
• Review and audit weekly employee changes and new hire template lists and confirm accuracy in HRIS system.
• Review and audit weekly employee changes and new hire template lists and confirm accuracy in HRIS system.
• Review and process employee transfer requests.
• First point of contact for all workers’ compensation occurrences.
• Process all workers compensation claims/injuries in conjunction with the workers compensation team
• Review employee roster and update as needed, including the No Pay Report.
• Collaborate with the Talent Acquisition team to review, maintain and update open position reports based on business needs.
• Facilitate new hire affiliate welcome meeting, to review affiliate specific policies and procedures.
• Other duties as assigned by supervisor or HR Leadership.

Job Qualifications and Competencies

Education and Experience:

• High School diploma, required
• Bachelor's or Masters Degree in Human Resources Management, preferred
• SHRM or HRCI Certification, preferred
• 3-5 years’ direct Human Resources experience, required
• Non-profit Human Resources experience, preferred
• OR combination of direct HR experience and education will be considered

Job Competencies

• Effective Communication: Ability to clearly and respectfully communicate with colleagues, supervisors and other constituents. Demonstrates active listening and ensures transparency in all interactions, remembering to always provide customer service level support to constituents.
• Ethical Practice: Upholds confidentiality, integrity, and ethical standards in all interactions and decisions,
• Leadership and Accountability: Provides clear direction to staff, models positive behaviors, and takes responsibility for the success of assigned HR team. Holds self and team members accountable for meeting expectations and standards.
• Collaboration: Works collaboratively with other HR team members, affiliate and HR leadership.
• Cultural Humility: Demonstrates respect for and understanding of the diverse backgrounds, needs, and perspectives of staff, and affiliate employees, fostering an inclusive and supportive environment.
• Problem Solving and Conflict Resolution: Approaches challenges with a solution-focused mindset, resolving issues in a fair and timely manner, while maintaining professionalism and promoting a positive atmosphere.
• Adherence to Policies and Procedures: Ensures compliance with all regulatory and organizational standards, maintaining a safe, respectful, and efficient residential environment.
• Knowledge and understanding of local, state and federal employment regulations and laws
• Demonstrates a strong working knowledge of the appropriate regulations, Apis values and program policies and procedures. Subject to employment screenings, including FBI clearance, if applicable.
• Problem Solving and Conflict Resolution: Approaches challenges with a solution-focused mindset, resolving issues in a fair and timely manner, while maintaining professionalism and promoting a positive atmosphere.
• Adherence to Policies and Procedures: Ensures compliance with all regulatory and organizational standards, maintaining a safe, respectful, and efficient residential environment.
• Knowledge and understanding of local, state and federal employment regulations and laws.
• Demonstrates a strong working knowledge of the appropriate regulations, Apis values and program policies and procedures.
• Subject to employment screenings, including FBI clearance, if applicable.

About Company:

Apis Services, Inc. (a wholly owned subsidiary of Inperium, Inc.) provides a progressive platform for delivering Shared Services to Inperium and its Constellation of affiliate companies. Allowing these entities to advance their mission and vision. By exploring geographical program expansion and focusing on quality outcome measures to create cost savings that result in reinvestment into the organizations stakeholders through capacity creation and employee compensation betterment.

Apis Services, Inc. and affiliate’s provide equal employment opportunities for all employees and applicants for employment in compliance with all federal and all applicable state and local laws and regulations, including nondiscrimination in hiring and employment. All employment decisions are made without regard to race, color, religion, gender, national origin, ancestry, age, sexual orientation, gender identity and expression, disability, genetic information, marital status, pregnancy/childbirth, veteran status or any other basis protected by law. This policy of non-discrimination and equal employment opportunities extends to every phase and aspect of hiring and employment.