ESSENTIAL DUTIES AND RESPONSIBILITIES

The Junior HR Business Partner-Employee Relations (Jr. HRBP) will work closely with the Senior HRBP-People Operations to provide support on standard employee relations and advisory matters. The Jr. HRBP will provide day-to-day guidance and advice to employees and line managers on RiseBoro policies and best practices in areas including but not limited to performance management, talent development, and training, employee engagement, reward, and recognition, etc. The Jr. HRBP will be responsible for documentation, tracking, organizing, and file maintenance as it pertains to employee relations case management. Additionally, the Jr. HRBP will work with the business unit's management team and support business goals through the employees. As a role model and champion for RiseBoro values, the Jr. HRBP will also assist with people initiatives and projects that align with RiseBoro’s goals and business objectives. Specific duties and responsibilities include:

• Assist Senior HRBP in providing guidance to line management i.e., coaching, counseling, career development, disciplinary actions, performance improvement plans, etc.)

• Assist with managing and resolving less complex employee relations issues ; analyze and diagnose general employee issues while demonstrating an understanding of the environment

• Work with management and employees to improve work relationships, build morale, and increase productivity and retention

• Track and maintain employee relations intake and case management; ensure up-to-date and accurate input and file management

• Support onboarding initiatives and facilitate specialized orientations to foster a positive attitude toward company goals and objectives

• Assist with conducting effective, thorough, and objective investigations; including case documentation and investigative report writing

• Assist with communicating recommendations for line manager support and guidance with employee issues

• Assist in reinforcing policies and best practices; promptly escalate issues to Senior HRBP as needed and assist in the resolution

• Assist Senior HRBP on processes and decisions relating to complex cases that present organizational risk or result in disciplinary action

• Actively p articipate in HR projects and initiatives to address improvement strategies ; create and support project deliverables

• Identify and suggest improvements and efficiencies in HR-related processes; Provide support to business units with creating SOPs as needed

• Provide support to Senior HRBP with tasks related to, but not limited to HR service delivery, Learning, Growth & Development, Employee Engagement, Change Management, Reward and Recognition programs

• Assist with identifying career development issues, discussing career paths with line managers, and recommending suitable candidates for growth opportunities

• Work with Senior HRBP and HR team on data reports to monitor process effectiveness, data collection techniques, and sources to conduct analysis; assist with creating visuals and presentation data as needed

• In conjunction with Senior HRBP, work with leadership and management to understand organizational changes and their impacts

• Maintain knowledge of legal requirements and government reporting regulations affecting human resources functions

• Assist in Identifying training needs for business units and individual executive coaching needs; recommend training as appropriate

• Support training efforts by assisting with identifying training/learning programs to ensure success; follow up to ensure objectives are met

• Assist with analyzing trends and metrics in partnership with the HR team to continue to develop solutions, best practices, and policies

• Partner with the Legal, Risk Management, Training & Development teams, and departments/divisions as needed

• Create and generate reports from HRIS as necessary; assist with audit requests as needed

• Serve as a backup to the Senior HRBP as needed

• Other related duties as assigned

  Disclaimer: This role/job description may not be inclusive of all assigned duties, responsibilities, or aspects of the job described. It may be amended or updated at any time to remain current with the needs of the organization .

  COMPETENCIES

• Demonstrated employee relations experience required; strategy and employee relations intake and case management experience highly preferred

• Excellent verbal and written communication skills

• Excellent interpersonal, customer service, and relationship management skills

• Meticulous with excellent organizational skills and attention to detail

• Highly motivated self-starter with a positive attitude and the ability to maintain positive relationships

• Ability to work well in a fast-paced environment

• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies

• Excellent time management skills with a proven ability to meet deadlines

• Ability to work independently and collaboratively as a team player

• Strong analytical and problem-solving skills

• Ability to be adaptable and flexible with work schedule and tasks; ability to travel to various work sites as needed

• Proficient with Microsoft Office Suite or related software, applicant tracking system, and HRIS system

• Ability to maintain a high level of professionalism, discretion, and confidentiality

• Commitment to RiseBoro’s mission, vision, and values

• Ability to understand the concepts of institutional and structural racism and bias and their impact on underserved and underrepresented communities

• Demonstrated commitment to work that supports communities that have experienced systemic oppression and bias (i.e. people of color, LGBTQ+ people, immigrants, justice-involved persons, etc.)

  EDUCATION AND EXPERIENCE

• Bachelor’s degree required; Bachelor’s degree in Human Resources Management, Business Ethics, Business Management, Labor/Employment Relations preferred

• A minimum of two (2) years of employee relations experience and/or related professional experience required

• SHRM-CP, SHRM-SCP, PHR or related HR certification is plus

EEO/Affirmative Action Policy Statement

It is the policy of RiseBoro to provide equal employment opportunity to all employees and applicants for employment. No individual will be discriminated against on the basis of race, color, age, creed, religion, national origin, citizenship status, political or union affiliation, marital or partnership status, sex, sexual orientation or affectional preference, gender identity, familial status, genetic information or predisposition or characteristic, disability, status as a victim of domestic violence, status as a veteran or member of the U.S. military and related obligations, or any other characteristic protected by law. This policy applies to all terms and conditions of employment, including but not limited to, recruitment, hiring, job placement, compensation, benefits, training and apprenticeship, employee development, promotion, demotion, discipline, transfer, lay-off and recall, and termination. RiseBoro makes reasonable accommodations based on religion and/or disability as required by law, and requests for accommodation are to be directed to the Human Resources Department.