Human Resources Business Partner

The HR Business Partner (HRBP) is a strategic advisor supporting assigned departments with full-cycle HR services. The HRBP works closely with departmental leadership to align human resource practices with organizational goals, focusing on employee relations, compliance, performance management, training, and strategic HR initiatives. This role will partner cross-functionally across the Human Resource team to ensure consistent application of policies and programs.

ESSENTIAL HR TASKS:

• Ensures the St. Matthew’s House Mission, Vision, Beliefs & Principles, and Core Values are cohesive within the organization. 
• Serves as a trusted HR advisor and business partner to leadership, providing guidance on HR best practices, policy interpretation, and employee engagement.
• Proactively manages complex employee relations issues, conducts thorough investigations, coaches leaders on appropriate actions, and ensures fair and legally sound resolutions.
• Attends and participates in employee disciplinary meetings, terminations, and investigations.
• Supports risk mitigation by identifying potential HR-related liabilities, recommends solutions, and partners with legal or compliance teams as needed.
• Partners with Learning & Development to design and deliver targeted training in areas such as compliance, performance management, harassment prevention, and leadership development.
• Ensures all processes and records are in compliance with HR federal, state, and local regulations.
• Continually reads, researches, networks, and pursues knowledge to enhance overall grasp of HR compliance.
• Leads and participates in HR projects, ensuring successful delivery within timelines and budget. 
• Analyzes HR data to identify trends and informs decision-making.
• Assists in the annual performance management review process. 
• Assists with HC department initiatives, projects and audits as needed.
• Ensures compliance with all OSHA regulations and tracking/reporting.
• Plans and executes audits of various areas of HR including compliance postings.
• Files, investigates, documents, and resolves all workers’ compensation claims in a timely manner and serves as a point of contact with our carrier. 

ESSENTIAL BENEFITS TASKS:

• Manages day-to-day benefit administration within corresponding departments; interprets plan provisions and requirements; resolves administration/policy issues and questions; and coordinates activities with vendors/internal stakeholders.
• Troubleshoots and resolves employee benefits issues and questions from previous, current and potential employees.
• Manages vendors and third-party administrators that support all benefit offerings. Reviews cost, quality and other indicators measuring and improving vendor performance and participant satisfaction.
• Participates in the annual open enrollment process.
• Assists with 401(k) plan, audits and overall compliance with the plan. 
• Audits and reconciles payroll deduction and benefits amounts for employee benefits.
• Processes and maintains required information in payroll and insurance systems to ensure accurate record-keeping and proper benefit and deduction amounts.
• Works in collaboration with accounting to review bi-weekly payroll. 
• Responds to unemployment claims filed by former employees.
• Administers Leave of Absences (LOA’s) and maintains compliant documentation.
• Works in collaboration with broker and employee to ensure timely submission of short-term and long-term disability claims. 
• Manages the process for employees on leave including all communications, paperwork, and collection of premium payments.

ESSENTIAL TALENT ACQUISITION TASKS:

• Oversees and manages the full-cycle recruitment in corresponding departments to include posting positions, interviewing candidates, supporting offer process, running background checks, facilitating drug screen process, and assembling new hire packets for review and facilitating completion of all onboarding documentation.
• Analyzes employee metrics and data (e.g., turnover, engagement, disciplinary trends) to provide strategic insights and reporting to leadership.
• Supports annual succession planning process.
• In collaboration with other HR team members and hiring managers, streamlines the onboarding process and assists facilitating any necessary training.
• Attracts and develops a pipeline of talent through targeted searches (social media, resume mining, etc.)
• Identifies and uses creative sourcing techniques when necessary to build a talent pipeline and attract passive candidates.
• Interviews and recommends quality candidates.
• Partners closely with hiring managers to work with them as a trusted advisor.
• Demonstrates a thorough understanding of St. Matthew’s House to ensure each candidate is a culture fit as well as a technical fit.
• Creates and updates candidate records in our Applicant Tracking System (ATS)
• Partners with hiring managers to ensure job descriptions are correct and job postings reflect the most current information.
• Provides consultative guidance to Managers and Directors as it relates to talent acquisition strategies.
• Coordinates with local community partners to represent St. Matthew’s House at job fairs. 
• Assists with salary benchmarking that reflects current market trends. 
• Reviews and approves employee changes in HRIS and providing guidance and support to management.

QUALIFICATIONS:

• Bachelor’s degree in Human Resources, Business Administration, or related field required; HR certification (PHR/SPHR, SHRM-CP/SCP) preferred.
• Minimum of 5 years of progressive HR experience. Prior experience in a non-profit preferred. 
• Minimum of 3 years of related experience, including benefits administration, knowledge in worker’s compensation and LOA’s (FMLA/ADA)
• Minimum of 1 year full-cycle recruiting experience in a fast-paced environment. 

KNOWLEDGE, SKILLS, & ABILITIES:

• Demonstrated experience in risk management and investigation practices.
• Deep knowledge of federal and state employment laws and regulations.
• Experience influencing and coaching all levels of an organization, including senior leaders.
• Strong analytical abilities, attention to detail and the ability to successfully manage multiple competing tasks and priorities in a fast-paced environment.
• Strong interpersonal skills and ability to build relationships across all levels of the organization.
• Demonstrated ability to shift gears, manage multiple priorities and deadlines.
• Knowledge of administrative practices and procedures as well as laws, regulations, and guidelines pertaining to employment, wage and hour, and labor relations, etc.
• Proficient in Microsoft Office Suite products including Word, Excel, PowerPoint and Outlook, plus a variety of other word-processing, spreadsheet, database, e-mail and presentation software. 
• Working knowledge of payroll processing. Paylocity system experience is a plus.
• Ability to work effectively with computer systems.
• Demonstrates strong written and oral communication skills; proven presentation abilities.
• Ability to work effectively in an environment that requires collaboration within the HC team and across the organization.
• Proficient with HRIS systems (Paylocity experience a plus) and Microsoft Office Suite.
• Exceptional organizational skills, attention to detail, and the ability to manage multiple priorities in a fast-paced environment.
• Proven ability to maintain confidentiality and manage sensitive information with discretion.
• Valid driver’s license and ability to travel between sites as needed.
• Required to maintain primary auto insurance at minimum liability limits of $100,000/$300,000 bodily injury, $100,000 property damage or $300,000 combined single limit.