Human Resources Business Partner

SUMMARY:The Human Resources Business Partner serves as a trusted advisor to organizational leaders and employees. This role provides practical guidance, coaching, and Human Resources support to promote consistent, compliant, and effective workforce practices.The Human Resources Business Partner supports employee relations, performance management, workforce planning, employee engagement, compensation, benefits, workers’ compensation, and Human Resources systems. This role partners with Human Resources employees and organizational leaders to address workforce needs, resolve employee concerns, apply policies consistently, and support a positive employee experience.SPECIFIC DUTIES AND FUNCTIONS:Human Resources Partnership & Leader SupportPartners with assigned organizational leaders to identify workforce needs and provide practical guidance on Human Resources policies, practices, and employee matters.Coaches leaders on effective workforce management practices, including employee engagement, performance management, employee development, compensation, and workforce planning.Provides leaders with Human Resources tools, frameworks, and resources that promote consistent decision-making and effective management practices.Strengthens leader and employee relationships by promoting clear expectations, timely communication, accountability, and constructive feedback.Employee Relations & Employee SupportServes as a trusted Human Resources resource for employees and leaders regarding workplace concerns, policy questions, and employee support needs.Partners with leaders to address employee relations matters and promote fair, timely, and consistent resolution of workplace concerns.Supports performance management, corrective action, and employee development processes through coaching, documentation, and policy guidance.Escalates complex or high-risk employee matters to appropriate Human Resources leadership and supports follow-up actions as directed.Human Resources Programs & AdministrationProvides guidance and administrative support related to employee benefits, leaves of absence, Family and Medical Leave Act requirements, workers’ compensation, and unemployment claims.Partners with Payroll and organizational leaders to promote accurate employee information, consistent pay practices, and timely payroll processing.Supports compensation and employment-related decisions by reviewing applicable policies, employee information, and established pay practices.Partners with Learning and Development employees to coordinate and facilitate new-hire orientation and other workforce education initiatives.Compliance, Records & Policy AdministrationReviews employee records and Human Resources documentation for completeness, accuracy, and compliance with organizational and regulatory requirements.Promotes consistent interpretation and application of Human Resources policies, procedures, and employment practices across assigned departments.Maintains accurate, organized, and confidential documentation related to employee relations, employment actions, and Human Resources programs.Identifies potential compliance concerns or inconsistencies and coordinates corrective action with Human Resources leaders and organizational stakeholders.Organizational Partnership & Professional ExpectationsDemonstrates behaviors aligned with PACE Southeast Michigan’s mission, values, and Ten Principles.Maintains professionalism, confidentiality, sound judgment, and accountability in all interactions and Human Resources matters.Builds collaborative relationships with employees, organizational leaders, Human Resources colleagues, and external business partners.Participates in continuous learning and professional development to maintain current Human Resources knowledge and strengthen professional capabilities.Performs other duties as assigned.KNOWLEDGE, SKILLS, AND ABILITIES:Comprehensive knowledge of Human Resources principles and practices, including employee relations, performance management, recruitment, compensation, benefits, organizational development, and workforce planning.Strong knowledge of applicable federal, state, and local employment laws and the ability to apply organizational policies and employment requirements consistently.Strong consultation and coaching skills, with the ability to provide practical guidance, address sensitive workforce matters, and build leader capability.Strong interpersonal and customer service skills, with the ability to establish trusted and collaborative relationships with employees, organizational leaders, and business partners.Strong written, verbal, and presentation skills, including the ability to communicate complex Human Resources information clearly and professionally.Ability to analyze information, investigate workplace concerns, identify risks, solve problems, and exercise sound judgment in sensitive or complex situations.Ability to manage multiple priorities, projects, and deadlines while maintaining accuracy, organization, responsiveness, and attention to detail.Proficiency with Human Resources information systems and business applications, including Workday, Smartsheet, PolicyStat, Microsoft Office, and Adobe applications.PERFORMANCE EXPECTATIONS:Provides timely, practical, and customer-focused Human Resources guidance that supports organizational leaders and employees.Applies Human Resources policies, employment practices, and regulatory requirements fairly, consistently, and accurately.Handles employee information and workplace matters with professionalism, discretion, sound judgment, and strict confidentiality.Builds credible and collaborative relationships with employees, organizational leaders, Human Resources colleagues, and business partners.Maintains accurate, complete, and timely Human Resources records, reports, communications, and employment-related documentation.Demonstrates accountability by following through on commitments, responding promptly to concerns, and escalating significant risks appropriately.Supports effective leader and employee relationships through clear expectations, constructive coaching, and respectful communication.Identifies opportunities to strengthen Human Resources processes, systems, service delivery, and the employee experience.EDUCATION AND EXPERIENCE:Bachelor’s degree in Human Resources or a directly related field required.Minimum of five years of progressive Human Resources experience required.Experience supporting employee relations, performance management, compensation, benefits, recruitment, and employment compliance required.Specialized training in employment law, compensation, organizational development, employee relations, workplace safety, or learning and development preferred.Healthcare or other highly regulated industry experience preferred.Experience using Workday, Smartsheet, PolicyStat, or comparable Human Resources and business systems preferred.PHYSICAL REQUIREMENTS:Prolonged periods of sitting at a desk and working on a computer.Frequent walking and movement throughout PACE Southeast Michigan facilities.Regular travel to assigned PACE Southeast Michigan centers, community sites, and organizational events.Ability to lift and carry a minimum of 25 pounds as needed.May occasionally be required to work outside normal business hours to address organizational or employee needs. #J-18808-Ljbffr PACE Southeast Michigan