HR Business Partner Job Orlando area,Florida USA,HR/Recruitment

Human Resources Manager

Administers and implements human resource policies, practices and overall organizational guidelines, aligned to our mission. Counsels and advises managers in interpreting and applying policies and procedures to resolve issues related to various issues, including but not limited to, recruitment, compensation, performance management and conflict resolution. Ensures services complies with professional standards, state and federal regulatory requirements and laws.

Essential Functions/Duties

Responds to, investigates and resolves team member relations issues in the best interests of the team member and Goodwill, ensuring a motivated and productive workforce and legal compliance. Some of these issues include but are not limited to misconduct, team member complaints, etc.

Serves as first point of contact on all employee related matters for the specific department and Region assigned, in the administration of our standards of conduct, core values, guiding principles, code of ethics and other employment guidelines; as they apply to team members progressive performance and discipline management. Manages complex and delicate employee relation issues, striving for conflict resolution. Maintains high level of employee confidentiality at all times.

Is a subject matter expert on employment laws and regulations, as well as HR best practices to mitigate risk and enhance the employee experience, and provide guidance to the Operational Leaders on such issues as needed, relating to Safety, Wage and Hour, Affirmative Action, Equal Employment Opportunity, Workers Compensation, Unemployment Compensation, in addition to those pertaining to personnel matters as required by the Commission on Accreditation of Rehabilitation Facilities (CARF).

Oversees Unemployment Benefit activity for the specific departments and Region, with administrative support from the HR Benefits Specialist who responds to benefit claims, and appeals when necessary.

Provides guidance for Leaders with assessment and performance management of their subordinates e.g. reviews and updates job descriptions. Sends monthly reports for the specific depts. and region. Administers Exit interview feedback.

Participates in Leadership Training Plan. Stays abreast of new developments with the State and Federal regulatory labor laws.

Receives and oversees Personnel Action Forms (PAFs) and signed performance reviews for payroll processing, for the assigned departments and Region. These are related to jobs and compensation, ensuring compliance and consistent practices. Maintains, updates, and distributes all Human Resources Standard Operating Procedures. Ensures all SOPs, HR forms are posted to the shared drive.

As may be required, partners with Mission Services Prosperity Planners for team member needs.

Performs other duties as assigned.

Qualifications/Competencies

Human Resource, business and project management
Organizations Policy & procedure, SOP development and compliance
State and Federal Labor and Employment Law
Emotional Intelligence (EQ): high levels of self-awareness, maturity and self-control
Business systems, technology, procedures
Windows Operating System, HRMS;
Microsoft Word, Excel, PowerPoint, and Outlook
Strong relationship management and interpersonal skills including interacting with senior leaders
Excellent communication, decision making and problem solving skills
Ability to analyze complex situations and make recommendations
Excellent conflict resolution and negotiation skills
Ability to maintain high level of confidentiality regarding employee information
Design, development, and implementation of functional human resource systems

Training &

Experience:

Bachelor's degree in HR or related discipline preferred; or combination of HR education and minimum of 5-10 years experience working in the Human Resources field.
A minimum of 5-10 years experience in Human Resources, specifically supporting organizational Leadership, with handling employee relations, investigations and managing complex employee issues, and conflict resolution.
PHR or SPHR certification is preferred

Special Requirements

Must be able to work occasional after-hours and weekends. This position may require travel to multiple locations on a daily basis.
Incumbent must possess a valid drivers license, appropriate insurance coverage and a privately owned reliable means of transportation to travel throughout GICF territory.

Critical Performance Factors

Unemployment Compensation Experience and Legal claims cost, as affected by billing reconciliation and case research.

Quality of performance management, measured by feedback from team leaders and operating results.

Reports

Retention

Leadership retention vs. previous year

Safety

Budget Sales vs Actual Sales

Payroll as a percent of revenue vs budget

Customer Service Questionnaire vs. actual goal of 4.0

Math Ability:
Level 3:
Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume.…


Increase/decrease your Search Radius (miles)



Job Posting Language