Human Resources Business Partner

Come join our team! There are many reasons why EPIC Insurance Brokers & Consultants has become one of the fastest-growing firms in the insurance industry. Fueled and driven by capable, committed people who share common beliefs and values and “bring it” every day, EPIC is always looking for people who have “the right stuff” – people who know what they want and aren’t afraid to make it happen. Headquartered in New York City and founded in 2007, our company has over 4,000 employees nationwide. With locations spread out across the U.S., our local market knowledge and industry expertise helps support our clients' regional and global needs. We have grown very quickly since our founding, and we continue to see growth and success thanks to our hard-working and growth-minded employees. Our core values are: Owner mindset, Inspire trust, Think big, and Drive results. If these values and growth align with what you're looking for in your next career? Then consider joining our amazing team! Job Overview At EPIC, HR is more than just solving people problems. It’s having a seat at the table, partnering with business leaders, and delivering results to drive organizational growth. The Human Resources Business Partner (HRBP) will use their outstanding people skills to lead, plan, and direct our talent policies and activities. The HRBP will drive employee engagement and foster a thriving culture by developing and supporting programs throughout the employee lifecycle. This role ensures that our human resources programs and initiatives are effective, efficient, and aligned with overall business objectives and talent strategy. Location This is a HYBRID role - qualified candidates must be able & willing to work 3 days a week from either our Duluth, GA office. What We're Looking For Current experience working in an HRBP / HR Generalist role. Strong communicator (both written and verbal communication) who enjoys providing top-notch customer service to internal stakeholders from all levels of the organization. High attention to detail and ability to learn and work in software systems. Strong problem-solvers – able to lean into challenges and collaborate to come up with positive solutions. HR professionals eager to learn and grow! Willing to be a sponge to learn the “EPIC Way” and then put what they've learned into practice to best serve the business. What You'll Do Assist business leaders of their designated population with retaining and developing talent. Drive HR programs across employee populations. Provide business unit with cost parameters associated with hiring, training, and retaining top talent. Participate in developing department goals and objectives. Develop new job descriptions with managers and amend existing ones to reflect business needs and for the purpose of ensuring FLMA status, clarity for recruitment and talent development. Assist managers with mitigating conflicts. Ensure compliance with laws and regulations by working directly with managers and employees, providing guidance and interpretation of employment laws and regulations relevant to daily operations. Partner with Centers of Excellence for HR analytics, technology, and career development opportunities. Monitor the business and talent using a variety of KPIs and present relevant data to business leaders. Administer and provide guidance for the performance evaluation program. Provide advice and guidance on employee relations issues, progressive discipline, and documentation requirements. Manage employee relations cases from start to end, providing guidance in confidential situations and escalation to HRD/VP of HR. Educate and support management on employee relations and employee performance issues. Work with leadership to develop and monitor the organization’s culture and support initiatives. Promote positive employee relationships through communication and interpretation of HR policies. Relationship Building – Develops effective long-term professional interactions with others based on trust: trust that they will always work toward the best interest of those involved and that they are sufficiently competent to provide positive results. Collaboration and Teamwork – Works interdependently and collaboratively with others to achieve mutual goals. They subordinate individual aims in the interest of working with others in a way that promotes and encourages each person’s contributions toward achieving optimal outcomes. Effective Communication – Provides the information required by others in a concise, direct, and unambiguous way. They strive to ensure that the receiver clearly understands the specifics of their message, and they can listen to, receive, and understand messages conveyed by others. Professionalism – Meticulously adhere to values such as courtesy, respect, honesty, and responsibility in all dealings with peers, managers, customers, partners, members of the community, and other stakeholders. Leading Change – Effectively creates a vision for change and engages others to align, participate and implement the change process. Fact-Based Management – Views the organization as an open system, able to synthesize information from diverse sources, come to conclusions, and make decisions that are rational and based on sound evidence. Continuous Learning – Takes responsibility for their own learning and professional development. They are objectively aware of the knowledge and skills required to grow in their career, actively seek out professional development resources to address knowledge and skills needs and exhibit the personal discipline to accomplish learning goals. What You'll Bring A Bachelor’s degree in human resources or a related field is preferred, but we will also consider candidates with equivalent experience in human resources. SHRM- SCP, SPHR and other HR related professional certifications are preferred. Minimum 4+ years working and developing within an HR Business Partner or Generalist role. Workforce development, culture alignment and integration experience. Excellent employee issue resolution skills and conflict management skills desired. Ability to develop and maintain constructive relationships with senior leaders from all functional backgrounds. Compensation The base pay offered will be determined based on your experience, skills, training, certifications and education, while also considering internal equity and market data. Why EPIC Generous Paid Time off Managed PTO for salaried/exempt employees (personal time off without accruals or caps); 22 PTO days starting out for hourly/non-exempt employees; 12 company-observed paid holidays; 4 early-close days Generous leave time options: Paid parental leave, pregnancy disability and bonding leave, and organ donor/bone marrow donor leave Generous employee referral bonus program of $1,500 per hired referral Employee recognition programs for demonstrating EPIC’s values plus additional employee recognition awards and programs (and trips!) Employee Resource Groups: Women’s Coalition, EPIC Veterans Group Unique benefits such as Pet Insurance, Identity Theft & Fraud Protection Coverage, Legal Planning, Family Planning, and Menopause & Midlife Support Additional benefits include (but are not limited to): 401(k) matching, medical insurance, dental insurance, vision insurance, and wellness & employee assistance programs 50/50 Work Culture: EPIC fosters a 50/50 culture between producers and the rest of the business, supporting collaboration, teamwork, and an inclusive work environment. It takes both production and service to be EPIC! EPIC Gives Back – Some of our charitable efforts include Donation Connection, Employee Assistance Fund, and People First Foundation We’re in the top 10 of property/casualty agencies according to “Insurance Journal” Equal Employment Opportunity EPIC embraces diversity in all its various forms—whether it be diversity of thought, background, race, religion, gender, skills or experience. We are committed to fostering a work community where every colleague feels welcomed, valued, respected and heard. It is our belief that diversity drives innovation and that creating an environment where every employee feels included and empowered, helps us to deliver the best outcome to our clients. Massachusetts G.L.c. 149 section 19B (b) requires the following statement: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. #J-18808-Ljbffr Epic Insurance Inc