|Job Title & Description
||Human Resources Business Partner
Purpose and Scope
The Human Resources Business Partner (Non-Instructional) establishes and maintains strong, positive working relationships with District managers to support the sourcing, assignment, induction, retention, development and performance of high-quality candidates for all non-instructional positions. Collaborates with managers and other District staff to develop short- and long-range plans for assigned program or functional area. Researches, compiles data for, and prepares various statistical, administrative and/or financial reports as required. Researches and explores feasibility of implementing new methods, technologies or programs to improve HR processes related to functional area.
Essential Job Functions
1.Establishes and maintains strong, positive working relationships with district management to support the sourcing, assignment, induction, retention, development and performance of high quality candidates for all school-based and central office non-instructional positionsa)Guides hiring managers to implement best practices for hiring, managing and retaining staff through personalized interactions.b)Acts as the primary liaison between central office managers and Human Resources departments serving as a one-stop-shop to managers troubleshoot issues, provide guidance and address questions related to common HR issues (e.g., FMLA, FLSA, educator licensure and compliance, compensation, substitute services)c)Regularly reviews districtwide and departmental human capital data (e.g., absenteeism, retention, turnover, and performance data) to identify trends and areas of concern, elevating the data to managers and directors to develop strategies to address challenges.d)Coordinates with the Talent Acquisition Team to develop recruitment plans and strong selection processes to identify and select the highest-quality candidates for District positions.e)Coordinates with instructional HR Business Partners and Specialists to refer non-instructional school support staff to schools for selection.f)Assists in screening of candidates to determine suitability for posted non-instructional roles. .g)Generates innovative solutions and strategies that allow hiring managers to hire earlier and more efficiently and effectively and meet needs identified for departments and roles.h)Participates in the recruitment and placement of staff through job fairs and other recruitment events and collaborates with the recruitment team to provide feedback on pool quality.i)Guides new hires through the on-boarding process in an efficient and timely manner, ensuring employees feel prepared to work effectively from day one.j)Coaches managers and supervisors throughout performance management processes and collaborates with employee relations and employee performance and support teams to ensure effective retention of high performing employees and improvement or exiting of low performing employees.k)Monitors all points in the application and on-boarding process to ensure timely turnaround times and work with teams as necessary to deal with pain points, generating solutions to address bottlenecks in the process.l)Supports managers and supervisors in the planning for and assignment of staff, including advising identifying projected vacancies, transfer actions, and other HR implications of the principal?s budgetary and staffing decision making. 2.Researches, compiles data for, and prepares various statistical, administrative and/or financial reports as required. a)Prepares reports for managers and other District supervisors to keep them apprised of human capital needs and staffing issues and trends.b)Utilizes data to make informed decisions and support principals and leaders in human capital management. c)Assists managers in analyzing relevant HR data regarding employee quality, turnover, absenteeism and other significant levers in improving workforce excellence.3.Collaborates with managers and other District staff to develop short- and long-range plans for assigned program or functional area.4.Researches and explores feasibility of implementing new methods, technologies or programs to improve HR processes related to functional area. a)Utilizes all HR information technology and adapts to new technologies quickly.b)Interfaces with technology staff on information systems issues related to human resources.c)Reports, tests and follows through with technology enhancements and solutions in the event of glitches.5.Performs related responsibilities as required or directed.
Bachelor’s degree in a related field required.
Five (5) years of HR or related work experience required.
Nine (9) total years of HR or related work experience may be considered in lieu of degree.
PHR or SPHR certification preferred.
Knowledge, Skills, and Abilities
Demonstrated skill in generating effective solutions to complex problems
Excellent analytic skills with the ability to swiftly and accurately understand complex data and perform analysis
Demonstrated skill in achieving ambitious work-related goals
Ability to adapt to an ever-changing District landscape
Ability to influence others to achieve District and departmental goals
Demonstrated skill in developing data-supported solutions using fact-based logic; ability to translate difficult analysis into an easy-to-understand manner and present to a broad audience
Excellent written and verbal communication skills
Ability to manage daily administrative tasks without losing sight of long-term goals and planning
Demonstrated skill in customer service, exercising good judgment in manner, tone and way of speaking
Commitment to high-quality customer satisfaction and demonstrated ability to resolve complex issues
Excellent event planning, organizational and time-management skills
Knowledge of performance management processes and best practices
Knowledge of Human Resources best practices and process
Ability to coach others on implementing HR/Performance Management best practices