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Company

Catholic Relief Services · 13 hours ago

HR Business Partner II

Baltimore, MD

Full-time

Remote

Mid, Senior Level

5+ years exp

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Responsibilities

Counsel, make recommendations, and support all facets of employee relations to ensure effective staff management to include disciplinary action, conflict resolution, performance issues, dismissals, position eliminations, and for-cause dismissals.

Investigate significant employee relations’ cases; drafts responses to EEOC and other third party charges.

Review and edit disciplinary and corrective action letters as well as performance improvement plans, offering assistance and guidance to management

Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required.

Design and implement solutions that that get to the root cause of any issue, no matter how complex.

Providing general Organizational Development support to managers, proactively highlighting areas or issues that would seem strange or problematic to an outside observer (e.g. a supervisor with 12 direct reports)

Provide HR policy guidance and interpretation

Work collaboratively with management to ensure consistent application of policy, practices and initiatives to provide HR solutions that positively impact the agency.

Monitor and update relevant employee relations’ policies and employment practices, ensuring compliance with all federal and state regulations and laws.

Working with HR Operations to assess questions around consulting vs. employment issues

Reviewing, tracking, and approving Alternative Work Arrangements requests.

Providing “Day One” Orientations to all new US and International staff

Providing “Day Five” Orientations to all new US and International Staff

Performing I-9 verifications for new US employees

Working with other parts of HR (Recruiting, Employee Engagement) and other Divisions (i.e. IT) to ensure efficient and smooth onboarding logistics.

Managing employee terminations and leading the process of employee involuntary terminations by working closely with managers to determine appropriate mechanisms and communication and ensuring terminations follow CRS policy as well as external legal regulations (e.g. notification periods, etc.)

Scheduling and conducting exit interviews, capturing relevant information and insight

Manage repatriation process for international staff, out-processing for domestic staff and payroll termination transactions.

Respond to unemployment insurance requests and represent agency at hearings.

Drafting severance agreements in line with CRS protocols, delivering them to affected employees, and following up to ensure they are executed

Coordinating with Global Knowledge Information Management and Finance to communicate and collect back outstanding financial advances and/or equipment from departing employee

Classifying separations into relevant categories (e.g. “regrettable loss”) and determining and recording whether an employee can be re-hired or not

Monitoring EthicsPoint and organizing appropriate action / response in a timely manner

Proactively leading investigations related, allegations of harassment, discrimination, and /or hostile work environment, and child and vulnerable adult protection incidents reported though the whistleblower site coordinating closely with Legal as appropriate

Communicating employee lifecycle events (change in status, promotion, lateral move, termination, etc.) in a timely manner to the people or systems that need to be informed

Providing timely metrics, and related analysis, to guide decision making, propose solutions and help business managers better understand HR trends, issues, and gaps

Monitor staff morale and retention through stay and exit interviews noting trends and developments

Liaising with Talent Development to implement action plans following the Staff Survey

Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

Be a role model of CRS values championing a culture of engagement, communication and collaboration to promote the employee experience.

Serve as a strategic partner to business leaders, establishing HR business objectives that align with the overall agency plans and strategic objectives.

Helping managers and staff understand and navigate initiatives coming out of HR; partnering with HR managers of Recruiting, Compensation, Benefits, Learning, and Talent to help ensure that programs are well-timed, well-packaged, and well-understood.

Bring HR insights to business issues to help shape solutions

Build effective relationships across the agency

Be a partner and trusted adviser to Senior Leadership teams

Conducts and participates in regular meeting with respective business units.

Qualification

Find out how your skills align with this job's requirements. If anything seems off, you can easily click on the tags to select or unselect skills to reflect your actual expertise.

HR ManagementEmployee RelationsLegal KnowledgePerformance ManagementMS OfficeHRISFrenchSpanishPortugueseArabicOrganizational DevelopmentTalent DevelopmentStrategic HR Consulting

Required

Bachelor’s degree with a concentration in HR Management or Development.

Five to seven years’ experience in HR, with at least two as an HR Business Partner.

Legal and regulatory knowledge of employee relations and employment law.

Proven experience and demonstrated understanding of employment and human resources related laws, regulations, policies, principles, concepts and practices, including but not limited to Title VII, ADA and FMLA.

Knowledge of principles and practices of human resources management.

Proficient use of MS Office.

HRIS experience or other database experience a plus.

Understanding of U.S. Government contracting and pertinent regulations.

Exposure to global human resources management desired.

Preferred

Master’s degree and/or PHR or SPHR strongly preferred.

French, Spanish, Portuguese or Arabic a plus.

Strong decision-making, problem-solving, and analytical skills.

Ability to assess multi-faceted issues, anticipate potential problems, and apply high level of skill and judgment around complex and ambiguous issues.

Effective written/verbal communication skills, active-listening, counseling, interviewing, investigating and report writing.

Well-developed people skills, high level of emotional intelligence; excellent interpersonal skills, and ability to develop strong trusting relationships with employees at all levels.

Ability to maintain high levels of integrity and confidentiality regarding agency and employee matters.

Able to work independently and collaboratively at both an operational and strategic level.

The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company.