Job Summary:

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.

The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. This position performs advanced, specialized and administrative duties in designated human resource program or section areas and is responsible for providing high-level support in the administration of a human resources program.

Supervisory Responsibilities:

This position has no direct supervisory responsibilities but does serve as a coach and mentor for positions in field operations.

Duties/Responsibilities:

Monitors the effectiveness of existing Applicant tracking software/system, compensation policies, guidelines and procedures recommending plan revision as well as new plans which are cost effective and consistent with compensation trends and company objectives; coordinates implementation of new process, policies and software and provides guidance to field teams and office staff.
Create and maintain salary history database, conduct salary surveys and produce reports as necessary.
Coordinate the implementation and administration of base salary compensation programs for Field personnel.
Assists in the preparation of employee communications for Field personnel.
Consults with, and advises employees on their eligibility for incentive programs.
Monitors all FMLA/LOA requests to ensure compliance with company policy and counsels managers regarding FMLA or LOA issues.
Collaborates with carrier and insurance broker on short and long term disability claims for salaried employees.
Responsible for administering the Background check and Drug Testing Program.
Responsible for administering the employee Benefit Program – acts a liaison on behalf of employee where needed.
Ocassional vendor interaction and account management where needed to help establish clarity and expectations.
Responsible for communicating expecations regarding Unemployment Program to Payroll team.
Coordinates claims management and hearing involvement.
Oversees the data for recommended changes in procedure when necessary.
Conducts weekly meetings with respective business units.
Consults with management, providing HR guidance when appropriate.
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Provides guidance and input on compensation questions, workforce planning and succession planning.
Identifies professional training needs for management and individual coaching needs.
Participates in evaluation and monitoring of HR required training programs to ensure success. Follows up to ensure training objectives are met.
Oversee the routing of various WC/GL/P&C claims and review data for recommended changes in procedure when necessary.
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 comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the 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 and problem-solving skills.
Proficient with Microsoft Office Suite or related software.

Education and Experience:

Minimum of 8 years of experience resolving complex employee relations issues.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
Bachelor’s degree preferred.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment

Physical Requirements:

Prolonged periods of sitting at a desk and working on a computer.
Must be able to lift up to 15 pounds at times.

Job Type: Full-time

Pay: $75,000.00 - $80,000.00 per year

Benefits:

401(k)
Dental insurance
Health insurance
Paid time off
Vision insurance

Experience level:

8 years

Experience:

Succession planning: 1 year (Preferred)
Human resources: 8 years (Required)

Ability to Commute:

Denver, CO 80237 (Preferred)

Work Location: In person

Rego Restaurant Group

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Human Resources Business Partner