CommonBond Communities

Human Resources Business Partner (Compensation Focus)

Location
Saint Paul, MN
Posted
Feb 22, 2021
Closes
Mar 24, 2021
Ref
HUMAN01580-2_2
Contact
CommonBond Communities
Category
Human Resources
Job Type
Employee
Employment Status
Full Time
\u003cp\u003eHome is the foundation for everything in life. Since 1971, our model has been about supporting residents in finding stability and achieving their goals. It\u0026rsquo;s why we\u0026rsquo;re more than housing\u0026mdash;we combine quality affordable homes with our on-site Advantage Services\u0026mdash;because we believe that with the right support and opportunities, all people can thrive. Today, over 13,000 people\u0026mdash;families, seniors, veterans, and people with disabilities and other barriers\u0026mdash;call a CommonBond community \u0026ldquo;home.\u0026rdquo;\u0026nbsp; Our core values are \u003cem\u003eRespect, Integrity, Partnership, Innovation,\u003c/em\u003e and\u003cem\u003e Excellence\u003c/em\u003e. We live these values and look for people who embody them to represent our organization in the community. If this sounds like you, please consider joining our team.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eCommonBond invites qualified applicants to apply for a full-time \u003cstrong\u003eHuman Resources Business Partner\u0026nbsp;\u003c/strong\u003elocated in our Central Office in St. Paul, MN. The\u0026nbsp;\u003cstrong\u003eHR Business Partner\u003c/strong\u003e performs professional-level responsibilities in support of the Human Resources function and serves a client group within the organization and performs duties in all functional areas of the department, including employee relations, unemployment, investigations, leaves, training, policy development, and performance management.\u003cbr /\u003e\u003cbr /\u003eThe \u003cstrong\u003eHR Business Partner\u003c/strong\u003e is a subject matter expert in employee compensation and also provides leadership, representation at professional association meetings, committee management, program development, staying abreast of and communicating regulatory changes, developing best practices to the HR Team.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhy CommonBond Communities?:\u003c/strong\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eWork-life balance\u003c/li\u003e\n\u003cli\u003eCompetitive salary\u003c/li\u003e\n\u003cli\u003eEmployee referral program\u003c/li\u003e\n\u003cli\u003eComprehensive benefits package\u003c/li\u003e\n\u003cli\u003eEmployee recognition and rewards program\u003c/li\u003e\n\u003cli\u003eA respectful and growth-oriented workplace\u003c/li\u003e\n\u003cli\u003eA chance to make a difference in the community!\u003c/li\u003e\n\u003cli\u003eOngoing training and professional development\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eESSENTIAL JOB FUNCTIONS AND ASSOCIATED TASKS\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e1.) Handles employees\u0026rsquo; relations issues and investigations\u003c/strong\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eActs as an intake representative; takes time to understand employee complaints, grievances, and harassment or discrimination allegations.\u003c/li\u003e\n\u003cli\u003eConducts investigations as appropriate, thoroughly, and timely.\u0026nbsp; Makes recommendations for resolution. Identifies core issues and initiates measures to prevent similar concerns in the future.\u003c/li\u003e\n\u003cli\u003eProvides assistance and makes recommendations to supervisors in employee relations issues.\u0026nbsp; Helps employees and managers settle work-related conflicts.\u0026nbsp;\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e2.) Facilitates Performance Management Efforts\u003c/strong\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eEffectively assists and coaches managers in performance management efforts. \u0026nbsp;Ensure processes are followed from expectation-setting to investigatory meetings to corrective action.\u003c/li\u003e\n\u003cli\u003eTrains on best practices and recommends corrective action, provides tools and language, and ensures consistency.\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e3.) Administers workers\u0026rsquo; compensation claim management and safety program.\u0026nbsp; \u003c/strong\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eEnsures workers\u0026rsquo; compensation and safety plans are maintained in accordance with all applicable federal and state laws.\u003c/li\u003e\n\u003cli\u003eHandles all aspects of the worker\u0027s compensation process from pre-accident awareness and reporting to return-to-work to file closure.\u003c/li\u003e\n\u003cli\u003ePromotes continuous improvement of safety systems that results in the reduction of accidents and assures regulatory compliance.\u0026nbsp; Works closely with employees and managers.\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e4.) Administers leave of absence policies and processes regarding FMLA, Minnesota Parental Leave, personal leaves, etc.\u003c/strong\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eReceives and responds to employee and supervisor inquiries regarding LOA policies and processes.\u0026nbsp; Educate employees and supervisors about their rights and responsibilities relevant to LOAs.\u003c/li\u003e\n\u003cli\u003eManages leave cases through each stage of the process -- from classifying the leave type to applying for income protection, through the return to work process.\u003c/li\u003e\n\u003cli\u003eVerifies eligibility, monitors the duration of leave, supports the return to work process, and updates involved parties.\u003c/li\u003e\n\u003cli\u003eCoordinates FMLA, ADA, and workers\u0026rsquo; compensation as needed.\u003c/li\u003e\n\u003cli\u003eCoordinates with payroll and other HR staff to facilitate updating payroll consequences, disability insurance, benefits, and leave status.\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e5.) Oversees the compensation program including an annual review of programs and processes.\u003c/strong\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eWorks with Payfactor software\u003c/li\u003e\n\u003cli\u003eManage compensation programs to maximize the alignment of resources and employee motivation and proposes modifications to the program.\u003c/li\u003e\n\u003cli\u003eWorks closely with Payfactor software Reviews and makes recommendations of benefits and wellness programs.\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e6.) Completes Generalist duties for assigned portfolio groups and HR colleagues and department.\u003c/strong\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eAnalyzes exit data and makes recommendations for improvement.\u003c/li\u003e\n\u003cli\u003eChairs organizational or topical committees as needed.\u003c/li\u003e\n\u003cli\u003ePresents at new employee orientation.\u003c/li\u003e\n\u003cli\u003eFields day to day questions about benefits from client groups.\u003c/li\u003e\n\u003cli\u003eFacilitates training sessions. Makes improvements to curriculum and presents the material.\u003c/li\u003e\n\u003cli\u003eMonitors and responds to Unemployment Insurance claims; raises issues and responds as appropriate; participates in appeal hearings; and coaches managers on their role.\u003c/li\u003e\n\u003cli\u003eProvides support and maintenance of HRIS and other systems. Contributes to ensuring data integrity in systems and runs reports as needed.\u003c/li\u003e\n\u003cli\u003eFields inquiries from employees regarding policies and procedures, interprets policies and responds as necessary, drafts or revises policies as requested, and participating in program or policy rollout.\u003c/li\u003e\n\u003cli\u003eAssists in the determination and evaluation of metrics, reports, decisions, and deliverables of the HR department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in productivity and service.\u003c/li\u003e\n\u003cli\u003eResearches and stays informed about best practices. Expands knowledge of relevant laws, regulations, and environmental changes that could affect HR.\u0026nbsp;\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e7.)\u0026nbsp; Participates fully in HR meetings, represents HR at assigned committee meetings; demonstrates a continuous improvement mindset. \u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMINIMUM REQUIREMENTS\u003c/strong\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eBachelor\u0026rsquo;s degree in HR/Industrial Relations, Business, or other related field or equivalent experience.\u003c/li\u003e\n\u003cli\u003e3 years of professional or generalist-level experience in human resources including employee compensation.\u003c/li\u003e\n\u003cli\u003eExperience working directly with people from diverse racial, ethnic, and socioeconomic backgrounds.\u003c/li\u003e\n\u003cli\u003eSuperior ability and application of windows-based software and use of MS-Office software.\u003c/li\u003e\n\u003cli\u003eExcellent interpersonal skills; proven ability to coach employees and management through complex, difficult, or sensitive issues.\u003c/li\u003e\n\u003cli\u003eProven knowledge of best practices, standards, regulations, and laws relevant to employment matters and the ability to make recommendations to effectively resolve issues by using judgment that is consistent with the same.\u003c/li\u003e\n\u003cli\u003eAbility to maintain a high level of confidentiality.\u003c/li\u003e\n\u003cli\u003eExcellent organizational and detail orientation skills.\u003c/li\u003e\n\u003cli\u003eAbility to work independently and effectively multi-task; ability to organize and prioritize work.\u003c/li\u003e\n\u003cli\u003eAbility to complete statistical analysis.\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003ePREFERRED QUALIFICATIONS\u003c/strong\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003ePHR or SPHR certification\u003c/li\u003e\n\u003cli\u003eExperience with file maintenance and reporting from HRIS software.\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003cstrong\u003e\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003ePHYSICAL REQUIREMENTS\u003c/strong\u003e\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eAbility to sit and stand for extended periods of time\u003c/li\u003e\n\u003cli\u003eAbility to type data into a computer\u003c/li\u003e\n\u003cli\u003eAbility to lift up to 25 pounds\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eThis job description is intended to provide information essential to understanding the scope of the position.\u0026nbsp; It is not an exhaustive list of skills, duties, responsibilities, or working conditions associated with the position.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e

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