HR Business Partner

Role Overview

• Serve as a trusted advisor and first point of contact for employees and supervisors regarding HR policies, workplace concerns, employee relations matters, and People programs
• Partner with leaders to provide guidance on performance management, employee development, coaching, corrective action, and conflict resolution.
• Conduct workplace investigations and support resolution of employee concerns while ensuring consistency, fairness, and compliance.
• Assist in developing and implementing People initiatives that support employee engagement, retention, and organizational culture.
• Support managers through organizational changes and workforce planning activities
• Help administer employee leave programs, including FMLA, FAMLI and other state leave programs, parental leave, ADA accommodations, and other protected leaves
• Coordinate the interactive process for accommodation requests and maintain appropriate documentation
• Partner with employees, managers, Payroll, and external vendors to ensure timely and compliant leave administration
• Educate employees and managers on leave policies and available resources
• Assist managers with return to work planning to ensure a positive experience for employees returning from leave
• Maintain accurate employee records and ensure data integrity within the HRIS and related systems
• Process employee lifecycle transactions, including new hires, transfers, promotions, compensation changes, and separations
• Support compliance with federal, state, and local employment laws and regulations
• Assist with audits, reporting requirements, and recordkeeping obligations
• Be a subject matter expert on People policies, procedures and documentation and suggest updates and areas for improvement that are person-centered
• Generate reports and analyze workforce data to support organizational decision-making
• Support full-cycle recruiting for assigned positions, including job postings, candidate screening, interview coordination, and offer administration
• Support hiring managers with identifying talent needs and using effective recruiting strategies to bring on talent
• Ensure equitable and positive candidate experience throughout the hiring process
• Coordinate and help facilitate new employee onboarding and orientation
• Coordinate employee separations, including exit interviews, documentation, system updates, and communication with internal and external stakeholders
• Support analysis of exit trends and provide recommendations to improve retention and employee experience
• Ensure compliance with all separation-related legal and organizational requirements

Requirements

• Bachelor's degree in Human Resources, Business Administration, Organizational Development or a related field, or equivalent professional experience
• 3-5 years of progressive Human Resources experience in a Coordinator, Generalist, HR Business Partner, or other similar role
• 2+ years of experience conducting employee investigations required
• Ability to be onsite at CEDP offices as needed, likely 1-2 times per week
• Strong knowledge of multi-state employment laws and HR best practices
• Experience administering multi-state leave programs and accommodations
• Experience supporting full-cycle recruiting and onboarding is preferred
• Excellent interpersonal and communication skills, with the ability to interact effectively with employees at all levels of the organization
• Strong knowledge of employment laws and regulations required
• Demonstrated ability to handle sensitive and confidential information with discretion
• Proven ability to maintain confidentiality and handle sensitive information with discretion.
• Detail-oriented with strong organizational and time management skills
• Proficiency with HRIS platforms, Microsoft Office and Google Workspace
• Ability to work collaboratively with people of diverse personal and professional backgrounds with a focus on social, racial justice, and equity.

Benefits

• Competitive pay
• Flexible time off
• Benefits package (including medical, dental, vision)
• 401(k)
• Technology stipend of $720 per year
• Language differential of $2,000 per year for bilingual employees