Human Resources Business Partner

The Human Resources Business Partner provides guidance and support for both the management of our external talent (our business operations) and our internal talent (our team).

Supporting our business operations, the role will have a general understanding of our client’s service needs and will partner with the client delivery and sales team to offer HR expertise for employee issues and client inquiries regarding our services.

Supporting our staff, the role will work closely with managers and employees on job design, compensation and performance management.

Essential Job Functions

In support of our business operations

• Responds to HR related inquiries from the service and sales team. When needed, escalates to the appropriate Corporate HR or Legal team member.
• Provides HR policy guidance and interpretation to our internal teams, contingent workers and clients.
• Serves as an HR SME on client or prospect calls with the Service and/or Sales teams.
• Serves as an HR SME with center of excellence and the project management office. Supports IT and/or data analyst by troubleshooting data that impacts reporting for external vendors.
• Communicates HR projects and initiatives to internal teams ensuring their endorsement and work collaboratively cross-functionally to implement such initiatives.
• Manages employee relations issues. Conducts effective, thorough, and objective investigations. Prepares comprehensive reports, formulates recommendations for remedial action if necessary and communicates to IES’ client; maintains and organizes all documentation associated with the investigation.
• Provides guidance and support to the client delivery team for high risk terminations for IES’ external talent, including notification, coordination of final wage payment, COBRA notices and/or benefit coordination, equipment returns, and ensuring compliance with local and or state law. Collaborates with Legal on necessary severance agreements where applicable.
• Partners with the compliance team on FLSA exemption requests and independent contractor status. Discusses FLSA exemption classifications and independent contractor status with the service team and provides education to clients when needed.
• Works collaboratively with the compliance, service, payroll, and IT teams to ensure PTO and Sick Pay accruals are set up compliantly and conduct audits when needed and follow through on any corrective actions required.
• Supports audits with regards to human resources compliance for our external talent and staff.

In support of our staff

• Conducts job analysis for new and/or existing roles. Updates or drafts job descriptions.
• Responds to employee and manager inquiries regarding pay, pay grades and ranges. Makes recommendations to the compensation committee for salary grade and ranges.
• Responds to manager requests for incentive pay. Conducts annual audit to ensure all bonus and commission agreements are updated and provided to the accounting department.
• Conducts compensation reviews as needed for internal and external equity. Updates salary grades accordingly. May respond to salary and benefit survey opportunities.
• Guides managers and employees through the annual performance management cycle.
• Advises managers on performance management issues and recommends next steps. Ensures proper documentation.
• Manages employee relations issues. Conducts effective, thorough and objective investigations. Prepare comprehensive reports, formulates recommendations for remedial action if necessary; maintains and organizes all documentation associated with the investigation.
• Manages the involuntary termination process. May coordinate offboarding activities with the HR Staff Associate.
• Evaluates and anticipates HR-related needs and communicates needs with the HR department and management.
• Researches and stays abreast of legislation for federal, state or local requirements for compliance.
• Makes recommendations to management on policy.
• May provide the team with project support for open enrollment, systems testing and implementation, 1095C validation, and other projects as needed.
• Interprets internal and external business issues and working with the HR team, recommends solutions and best practices.

Preferred Qualifications

• Bachelor’s degree and/or AA Degree in Business, Human Resources and/or equivalent relevant experience.
• 4+ years human resource business partner experience or blend of operations and HR.
• Staffing or PEO experience preferred.
• SHRM or PHR certification preferred.
• Experience in resolving complex employee relations issues, conducting thorough investigations, and processing terminations.
• Experience advising senior leaders on HR compliance best practices.
• Proficient with Microsoft Office Suite.

Hiring Range: $87,000 – $112,000