Director - Human Resources Business Partner - Philadelphia, PA

POSITION SUMMARY: As a key member of assigned large-sized operational unit leadership team(s), the Strategic Human Resource Business Partner, Director (SHRBP) is a transformational leader responsible for driving Elwyn's Core Values throughout its culture by developing and administering people strategies through aligning business objectives with employees and operational leadership and providing effective strategic human resources leadership to build a best-in-class culture. The SHRBP serves as an internal consultant to operational leadership on human resource-related issues, acts as an employee champion and change agent, identifies, and prepares development plans for the key employees and high potential employees, leads change management initiatives, and manages HR-related internal and external communication. The SHRBP assesses and anticipates core HR and related needs, proactively communicates needs with our HR department and operational leadership and seeks to develop integrated solutions in collaboration with appropriate shared corporate service departments and other resources. The SHRBP formulates partnerships across the HR function and other shared corporate service departments to deliver value-added services to operational leadership and employees which reflect the business and operational objectives of the organization. The SHRBP maintains an effective level of business and operational acumen about the unit's financial position, its short-, mid- and long-range plans, its culture, and its competition.

DUTIES AND RESPONSIBILITIES:

• Partners with assigned operational leadership team(s) as the SHRBP to support the organization's core values, mission, vision and philosophy and overall operational goals, objectives, and initiatives by recommending, advising and developing HR strategies and best practices, programs, processes and initiatives, ensuring operational compliance with all local, state and federal employment regulations and statutes and organizational policies
• Consults with all levels of operational leadership, providing HR guidance when appropriate
• Works closely with operational leadership and employees to improve work relationships, build morale and employee engagement, increase productivity and retention, build rewarding and recognition programs and initiatives, and drive the building of a best-in-class organizational culture
• Provides day-to-day performance management guidance to operational leadership at all levels in all areas of HR including but not limited to coaching, counseling, career development, disciplinary actions, problem resolution on employment issues and ensures standard application of corporate policies and procedures in all actions.
• Assists employees and managers in performance management processes, including setting expectations/ objectives, providing effective feedback, formal performance evaluations, and recognition and rewards
• Conducts regular meetings with respective assigned business or operational units leaders at all levels
• Provides HR policy guidance and interpretation to assigned service area and its employees and leaders
• Analyzes trends and metrics pertaining but not limited to employee personnel information and data, turnover analysis, employee satisfaction, EEO, promotions, etc. in partnership with the HR group to develop solutions, programs, and policies to increase retention, employee satisfaction, employee development and cultural competencies
• Coordinates with Talent Acquisition and operational leadership in assisting with selection and recommendation of new hires, promotions, and transfers; assists operational leadership in the interview and selection process of new leadership positions
• Provides guidance and input on business or operational unit restructures, right-sizing, workforce planning and succession planning through identifying and developing high-potential employees and leaders
• Identifies training needs for business units and individual coaching needs
• In coordination with Learning and Development, participates in evaluation and monitoring of training programs to ensure success; recommends and provides input into the development and implementation of training programs on various topics, including but not limited to preventing harassment, performance management, effective leadership skills, employment compliance, interviewing skills trainings, and new employee orientation; and follows up to ensure training objectives are met
• In coordination with and under the supervision of the Manager of Employee Relations, assists with managing and resolving complex employee relations issues; collaborates on conducting effective, thorough, and objective employee relations investigations and debriefing with recommendations for corrective action, where necessary; and provides problem solving techniques, ensuring fairness and maximum productivity
  
  
  
  • Coordinates with Manager of Employee Relations on any reasonable accommodation activities
  • Assists as need to investigate employee incidents of violation of policies in the Employee Relations realm
  • Assists as needed with development and implementation of climate surveys and analysis of data to create solutions where areas of opportunity are identified
  
  
  
  
• Provide supervision of assigned staff in the areas including, but not limited to, recruitment, selection, leadership, coaching, training, performance management, promotion, discipline, and termination
• Works with, understands, and complies with terms and conditions of collective bargaining agreements (CBA) within a unionized environment with tasks including but not limited to adherence to scheduling procedures, processing transfers and promotions, administering disciplinary actions, adjudicating grievances, where appropriate, etc.
• In coordination with Labor Relations, assists with managing union-related employee issues and concerns
• Advises, consults, and coordinates with operational leadership in development of documentation and procedures in counseling, performance managing and disciplining employees, in accordance with corporate policy and in compliance with federal, state and local employment laws and regulations
• Works directly with members of operational leadership and Benefits/Compensation with regards to competitive compensation structures, promotions, transfers, performance management, etc. and assures salaries are reviewed and changes recommended are in keeping with salary administration structures and policies to ensure internal equity and marketplace competitiveness
• Participates in the periodic review, revision and general maintenance of position descriptions and classifications and works with compensation to ensure proper grading and Fair Labor Standards Act status
• Exercises independent judgment in analyzing complex and diverse workplace issues
• Educates operational leadership and employees in all areas of HR, including corporate policies and procedures; manages general inquiries by providing information and referrals
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
• Under the direct supervision of Executive Director of Strategic HRBPs, assists with the legal department and outside employment legal counsel as needed/required with matters related but not limited to fair employment practices claims, legal actions, and any other administrative employment agency claims
• Coordinates organizational HR communication initiatives
• In coordination with HR, provides support for answering and defending unemployment compensation and employment hearings as needed
• Performs other duties as assigned

EDUCATION/EXPERIENCE/SKILLS REQUIREMENTS:

• High school diploma with human resources certification (any of the following preferred: PHRca/SPHRca /SPHR/PHR/SHRM-SCP/SHRM-CP/CCP/CEBS/CBP) and, in lieu of bachelor's degree, the equivalent relevant work experience required; bachelor's degree in business administration, human resources, industrial relations or related field of study preferred
• Ten (10) years' experience in a human resources (generalist preferred) with two (2) years in a leadership role working collaboratively with all levels of employees, from individual contributor to senior leadership
• Four (4) years of supervisory experience
• Demonstrated strong applied functional HR experience in the following areas required: Development and implementation of employee engagement activities; employment law/compliance, governance, documentation; developing and implementing organizational development programs, including succession and workforce planning; performance management; complex employee and labor relations activities; and change management principles
• Demonstrated applied functional HR experience in at least three (3) of the following additional areas: Full life-cycle talent acquisition activities; learning and development, including training facilitation; benefit and compensation administration; HR technology strategies, automation, and systems, including HRMS administration and HR reporting and analytics; workplace safety; development and implementation of diversity and inclusion initiatives; organizational effectiveness; reward and recognition; HR vendor management; and mergers and acquisitions
• Business and organizational acumen
• Previous experience working within and managing a unionized workforce preferred
• Non-profit human service experience preferred
• Analytical, problem-solving, and decision-making skills
• Demonstrated ability to work effectively as part of a team
• Demonstrated ability to work in a fast-paced environment and multitask with often competing priorities
• Must possess excellent customer interaction, negotiation, collaboration, and written and verbal communication skills
  
  
  
  • Demonstrated knowledge and experience with:
  • Development of human resources initiatives, programs and processes required
  • Assisting with training assessment, development and delivery, adult learning theory, and principles to ensure transfer of learning; leadership development preferred
  • Administering diversity and inclusion initiatives, including administering AAP strategies, initiatives and outreach preferred
  • Full life cycle recruitment and development of talent acquisition strategies preferred
  • Compensation programs, strategies, and practices preferred
  • Organizational diagnosis preferred
  • Use of human resources-based technologies/systems (HRMS), preferably with ADP platforms
  • Coaching and counseling employees and managers on employee and labor relations issues
  • Handling sensitive employee relations matters and assisting in conducting employee relations investigations required; experience responding to fair employment practices claims preferred
  • Assisting in developing and administering reward and recognition programs preferred
  • Assisting in developing and administering employee engagement programs
  • Assisting in developing and administering and implementing performance management and appraisal systems and tools preferred
  • Workplace safety, workers compensation, OSHA preferred
  
  
  
  
• Demonstrated intermediate experience with Microsoft Office applications, including Word, Excel, Outlook, and PowerPoint; Publisher and Access and report-writer experience preferred
• Project management experience preferred
• Must possess a current, valid driver's license in the state of residence, have a minimum of two (2) years of driving experience within the United States, and have an acceptable driving record, which will be assessed through a review of the Division of Motor Vehicles (DMV) record, in accordance with Elwyn's Vehicle Operation and Driver's Code Policy 905. For individuals licensed for more than two (2) years, the driving record will be reviewed for acceptability based on the past three (3) years. Additionally, employees required to drive as part of their job may need to successfully complete and pass an Elwyn Road Test before being authorized to drive.

Elwyn reserves the right to revise or change job duties and responsibilities as needed. This job description is not meant to be an all-inclusive statement of duties and responsibilities of the job nor does it constitute a written or implied contract.

Elwyn is an Equal Opportunity Employer. Elwyn does not discriminate on the basis of race, color, religion, creed, ancestry, pregnancy status, medical condition, gender, gender identity or expression, genetic information, sexual orientation or identity, age, national origin, citizenship, handicap status, marital or family status, mental or physical disability, perceived disability, military or veteran status, political activities or affiliations, or any other characteristic protected under applicable federal, state or local law, ordinance, or regulation.

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ELW-19698