Human Resources Business Partner II

Purpose The Human Resources Business Partner II position is responsible for providing excellent Human Resources consultation and administration services with exceptional quality and care. This position will support the Colorado market as well as support remote clients in other geographic locations. Essential Responsibilities Serves as main point of contact for assigned PEO/HRO clients, including identification of services available that may be beneficial to the client, facilitating new service implementation as assigned, sending support tickets for client system issues, and ensuring overall client satisfaction in collaboration with Client Success Manager. Consults with assigned client management teams, providing HR guidance as appropriate. Analyzes trends and metrics in partnership with the HR Team to develop solutions, programs, and policies. Under the guidance of the Regional Manager, Human Resources, and Director, Employee Relations, manages and resolves complex employee relations issues. Conduct workplace investigations: report out on investigative results and take appropriate action based on the results of each investigation. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance, e.g., FLSA, state-specific wage and hour law, state disability programs, etc. Provides day-to-day performance management guidance to client management personnel (e.g., coaching, counseling, career development, disciplinary actions). Drafts related documents upon request for client review and use. Manage the onboarding process for all new hires in collaboration with the Onboarding team. Manage the FMLA process, tracking and compliance. Coordinate training for managers and employees on employment practices, policies, HR compliance, performance management, conflict resolution and any other topics related to the employee relations function. For assigned clients, perform exit interviews with employees leaving the company; conduct analysis on turnover reasons and suggest solutions to improve regrettable turnover. Ensure the required federal and state labor posters are posted at each physical business location and remote locations assigned in collaboration with the Compliance Department. Lead projects for HR as it relates to this function or other aspects of HR Operations. Provides HR policy guidance and interpretation in collaboration with senior HR management and Compliance Department as needed. Provides guidance and input on business unit restructures, workforce planning, and succession planning. Provides guidance and input, as well as development, of compensation and total rewards for assigned clients and acts as Project Lead for compensation and total rewards projects with HRBP I staff. Responsible for action, follow up, and documentation on a monthly basis in the Client Health Check for assigned clients, and bi-monthly discussion as scheduled. Responsible for completion of new client Implementation tasks as assigned in the project management tool, including checking off completed items. Responsible for completion of identified action items and follow up from audits completed by Compliance Department for assigned clients. Performs other related duties as assigned. Required Skills/Abilities Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to research, comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of assigned client's organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical, critical thinking, and problem-solving skills. Proficient with Microsoft Office Suite and/or related software. Education and Experience Minimum of five (5) years of progressive HR experience. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Bachelor's degree preferred but can be substituted for relevant experience. SHRM Certified Professional (SHRM-CP) or PHR certification required. Travel Occasional to sometimes frequent travel to client locations to address on-site HR incidents or attend client meetings. Mileage is tracked for reimbursement. Status Full-Time Classification Exempt Salary Range $70,000-$85,000 #J-18808-Ljbffr Vida HR