Human Resources | Human Resources Business Partner

Catholic Charities is looking for the right people; people who wish to serve their community as a part of a family friendly organization doing good within the Houston-Galveston area. We attract and retain the best talent by investing in our employees. People of all faiths helping people in need. The Human Resources Business Partner is responsible for contributing to the company’s performance by providing tactical and strategic consulting on people and organization development strategies in support of the business objectives. The Human Resources Business Partner will provide support and counsel to Catholic Charities employees and leaders on routine employee relations issues, including assisting with policy interpretation, the performance improvement process and related plans, investigations, and terminations. HR Plans and Strategic Partnership Drive the development of HR related strategies and ensure implementation and execution. Work with leaders to ensure plans are in line with functional business strategy and needs, reviewing as required and recommend changes to the VP of Human Resources. Contribute to HR projects and initiatives as nominated, bringing expertise, knowledge, and feedback. Contribute to the functional plans and objectives by working with business leaders to identify, prioritize, and build capabilities, behaviors, structures, and processes. HR Policy, Compliance and Employee Relations Assist and guide managers and employees on a broad range of Human Resource policies, programs, and practices. Interpret and communicate policies and policy changes as required. Lead employee relations groups such as employee focus groups, improvement teams to ensure effective and positive relationships between leaders, managers, and employees. Act as a liaison between employees and HR on relevant HR activities such as disciplinary, grievance, benefits, leaves of absence and other employee related policies guiding and supporting both leaders and employees, in line with policies. Coach senior leadership on the requirements to operate within the existing policies, contracts, agreements, procedures, and local, state, and federal laws. Coordinate and carry out compliance with civil rights laws. Organizational Development Serve as a change agent by influencing key stakeholders in support of organizational effectiveness and HR practices and principles. Provide support and guidance in re-structuring activities, such as redundancy policies, staffing, and outsourcing. Drive the development of HR related strategies and ensure implementation and execution. Talent Development Follow the end-to-end performance management process including goal setting, continuous feedback, performance calibration sessions, performance discussion and development planning. Demonstrates a proactive approach to dealing with under performance by coaching leaders to identify individuals who are under performing and provides guidance in the performance improvement process to drive overall individual, team and business performance. Drive execution of leadership development programs and expectations to maximize workforce productivity. Ensure leadership development needs are appropriately met. Organizational Effectiveness Make recommendations regarding wage, salary, and incentive decisions. Act as a liaison between HRIS, Compensation, Talent Acquisition, and leadership to ensure the delivery of support to exceed internal client needs. Provide feedback to influence the continuous improvement of HR services and processes. Collect, organize, interpret, and summarize numerical data from various data sources pertaining to workforce, to provide operational information for business problems. Ensure utilization of employee feedback surveys and monitor workforce (Onboarding, Exit Interview, Employee Engagement, etc.) Other Duties Facilitate New Hire Orientation program. Coordinates and co-facilitates training programs. Perform other duties as assigned. #J-18808-Ljbffr The Institute for Performance and Learning