Human Resources Business Partner

Business Title Human Resources Business Partner

Job Title: HRBP I

Job Location: Telecommuter

Reports To: Global People Resources Operations Director

About CRS

Catholic Relief Services is the official international humanitarian agency of the Catholic community in the United States. CRS works to save, protect, and transform lives in need in more than 100 countries, without regard to race, religion or nationality. CRS’ relief and development work is accomplished through programs of emergency response, HIV, health, agriculture, education, microfinance and peacebuilding.

Background

As a global organization, that has grown significantly in size over the past decade, CRS is now comprised of approximately 8,000 people from over 100 countries who collaborate to catalyze transformational change. Four Strategic Approaches that will enable the agency to achieve the Vision 2030 Strategy have been identified. One key Strategic Approach is to build a more agile, innovative, and impactful organization.

Job Summary

The HR Business Partner (HRBP) provides expert Global People Resources (GPR) support and acts as a first point of contact for employees and managers of assigned business units, helping staff navigate GPR initiatives, policies, and procedures, as well as provide counsel around performance and employee relations issues. The HRBP also ensures smooth and accurate processing of employee-related transactions throughout the employee lifecycle. In this role you will focus on building relationships and partnering with employees and management to meet agency objectives and serve the mission. You will assess and anticipate GPR-related needs by identifying gaps, diagnosing root causes and proposing means to develop integrated solutions. You will work closely with the GPR department and business management.

Roles and Key Responsibilities

Employee Relations

Provide counsel and supporting 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
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, reduce legal risks and ensure regulatory compliance. Partner with office of general counsel/legal department as needed/required

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

Policy Interpretation and Enforcement

Provide GPR policy guidance and interpretation to employees and management

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
Monitor and address questions related to employment categories (i.e., regular employee, temporary employee, consultant, etc.)
Review, track, and approve Alternative Work Arrangement requests

Employee Onboarding

Work with other parts of GPR (Talent Acquisition, Employee Engagement) and other divisions (i.e., IT/Global Knowledge Information Management (GKIM)) to ensure efficient and smooth onboarding logistics

Offboarding/Terminations

Manage employee terminations and lead 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.)
Schedule and conduct exit interviews, capturing relevant information and insight
Manage repatriation process for Expatriates, out-processing for US-based staff and payroll termination transactions
Respond to unemployment insurance requests and represent agency at hearings
Draft severance agreements in line with CRS protocols, deliver them to affected employees, and follow up to ensure agreements are implemented
Coordinate with GKIM/IT and Finance to communicate and collect back outstanding financial advances and/or equipment from departing employees
Classify separations into relevant categories (e.g., “regrettable loss”) and determine and record whether an employee can be re-hired or not
Support investigations related to allegations of harassment, discrimination, and /or hostile work environment, and child and vulnerable adult protection incidents as appropriate.

Data and Transactions

Capture and communicate employee lifecycle events (change in status, promotion, lateral move, termination, etc.) in a timely manner to the people and/or systems that need to be informed
Provide timely metrics, and related analysis, to guide decision making, propose solutions and help business managers better understand GPR trends, issues, and gaps

Qualifications

Basic Qualifications

Bachelor’s degree with a concentration in HR Management or Development, or relevant experience
5 or more years of experience in HR, preferably with a Global NGO

Knowledge, Skills and Abilities (SKAs)

Legal and regulatory knowledge of employee relations and employment law. Proven experience and demonstrated understanding of employment and HR 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
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 GPR within the organization

Preferred Qualifications

Master’s degree and/or PHR or SPHR strongly preferred
HRIS experience or other database experience a plus

Agency-wide Competencies (for all CRS Staff)

These are rooted in the mission, values, and guiding principles of CRS and used by each staff member to fulfill his or her responsibilities and achieve the desired results.

Integrity
Continuous Improvement & Innovation
Builds Relationships
Develops Talent
Strategic Mindset
Accountability & Stewardship

Supervisory Responsibilities None

Key Working Relationships:

Internal: GPR team members, staff, senior management, supervisors

External: HR Professionals, legal counsel, local/state government offices, vendors and consultants

What we offer

CRS offers a comprehensive benefits package including medical, dental, life insurance, vision, generous retirement savings plan and the opportunity to work in a collaborative, mission-driven culture that is committed to improving the lives of the poor throughout the world.

***Our Catholic identity is at the heart of our mission and operations. Catholic Relief Services carries out the commitment of the Bishops of the United States to assist the poor and vulnerable overseas. We welcome as a part of our staff people of all faiths and secular traditions who share our values and our commitment to serving those in need. CRS’ processes and policies reflect our commitment to protecting children and vulnerable adults from abuse and exploitation.

NOTE: All interested applicants must be authorized to work in the U.S. at the time of application.

Disclaimer: This job description is not an exhaustive list of the skill, effort, duties, and responsibilities associated with the position.

CRS’ talent acquisition procedures reflect our commitment to protecting children and vulnerable adults from abuse and exploitation.

EOE/M/F/D/V – CRS is an Equal Opportunity Employer.