Job Description
The Manager, Human Resources Business Partner (MHRBP), plays a pivotal role in aligning Human Resources (HR) strategies with organizational goals by collaborating with leadership and team members to drive initiatives that support a thriving culture. This position is responsible for partnering with department leaders to foster team engagement, enhance team member experiences, and deliver solutions in talent management, performance improvement, and organizational effectiveness. The MHRBP is integral to building team member capabilities and a sustainable talent pipeline while ensuring compliance with employment laws and HR best practices. <u>Strategic HR Partnership</u> - Collaborate with leadership to develop and implement HR strategies that align with organizational objectives and drive operational success - Analyze workforce trends and data to provide actionable insights and recommendations to leadership - Build strong relationships with department leaders to support organizational growth, foster collaboration, and address HR challenges effectively - Act as a trusted advisor, providing guidance on organizational structure, workforce planning, and talent strategies - Support leadership in succession planning efforts by identifying future leaders and developing career pathways <u>Talent Acquisition</u> - Oversee recruitment strategies to attract, select, and onboard top talent, ensuring alignment with organizational goals and culture - Partner with hiring managers to define role requirements, create job descriptions, and design effective interview processes - Develop and maintain relationships with recruitment agencies, educational institutions, and industry networks to build a strong talent pipeline - Utilize data and analytics to evaluate the effectiveness of recruitment strategies and optimize hiring processes - Support initiatives to improve diversity, equity, inclusion, and belonging within hiring practices <u>Team Member Relations</u> - Build and maintain positive, healthy relationships with leadership, management, and team members - Address and resolve workplace concerns with professionalism, ensuring strategic solutions, fair treatment, confidentiality, and alignment with organizational policies and values - Serve as a resource to provide guidance on HR policies and procedures - Facilitate team member engagement programs and initiatives to enhance team member satisfaction and promote a healthy work environment - Conduct regular surveys, analyze feedback, and recommend actions to improve team member satisfaction <u>Performance Management</u> - Assist leadership with progressive discipline and coaching that inspire high performance - Support the implementation and continuous improvement of performance management systems and processes - Provide training and support to leadership on goal setting, performance reviews, and coaching techniques - Partner with leadership to identify high-potential team members and develop personalized development plans - Analyze performance metrics and trends to identify areas for improvement and develop targeted interventions <u>Change Management</u> - Partner on change management strategies to support organizational transformation and growth initiatives - Provide coaching and support to managers and team members during periods of change to build change readiness and ensure smooth transitions - Measure the impact of change initiatives and assist in adjusting strategies as needed to ensure desired outcomes <u>Training & Development</u> - Identify organizational training needs and partner on designing comprehensive learning programs to address skill gaps, and enhance workforce capabilities, and prepare future leaders - Strengthen team member development initiatives through tailored training, coaching, and succession planning efforts - Monitor and evaluate the effectiveness of training initiatives to ensure continuous improvement <u>Compliance & HR Best Practices</u> - Ensure compliance with employment laws and regulations, including, but not limited to, ADEA, FLSA, FMLA, ADA, and EEO, while maintaining accurate documentation and reporting - Maintain compliance with the Employee Handbook, internal policies, and procedures - Conduct audits to assess HR compliance and implement corrective actions where necessary - Provide guidance to managers and team members on HR-related legal and regulatory compliance - Stay updated on emerging HR trends and legal changes to proactively address risks and opportunities <u>Qualifications</u> - Bachelor's degree in Human Resources, Business Administration, or a related field (Master's Degree preferred) - Minimum of three (3) years of HR experience <u>Skills</u> - Adept at utilizing strategic thinking to drive impactful solutions - Expert in recruitment, onboarding, and retention - Comprehensive understanding of HR principles and best practices - In-depth knowledge of employment laws and regulations, such as ADEA, FLSA, FMLA, ADA, and EEO, ensuring compliance and mitigating legal risks - Familiarity with HR technologies and systems, including applicant tracking systems (ATS), HRIS, performance management software, and HR analytics platforms - Proficient in team member relations and engagement, and maintaining a productive and supportive work environment - Proficient in data analysis to identify trends, inform decision-making, and develop evidence-based strategies - Strong critical thinking skills to effectively resolve workplace conflicts with professionalism and empathy - Able to manage multiple projects simultaneously, meeting deadlines while maintaining attention to detail - Culturally competent, able to work effectively in diverse and inclusive environments - Efficient problem-solving and analytical skills - Strong interpersonal, written and verbal communication skills to effectively interact with leadership, team members, and external stakeholders - Maintains the highest level of discretion and integrity in handling sensitive information - Proven track record in developing and implementing HR strategies and impactful training programs to enhance skills and knowledge across the organization Policy & Compliance Responsibilities - Adhere to established policies and procedures, objectives, safety, and quality control standards. - Live and work consistent with CC's mission, vision, and values statements. Americans With Disabilities Act (ADA) - In accordance with the Americans with Disabilities Act (ADA), Christ Church is committed to providing reasonable accommodations for qualified individuals with disabilities. - If you require an accommodation to perform the essential functions of your job, please notify the Human Resources Department as soon as possible. Equal Employment Opportunity (EEO) - Christ Church is an equal opportunity employer. Inclusive Requirement - Your position is a ministry function of the utmost importance. Consequently, it is necessary that while you are employed by our church your conduct, behavior, and character should be in keeping with the biblical standard as indicated in the Bible, taught by our Presbytery, and practiced by our church. - Performs other related duties as required. The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed, as an exhaustive list of all possibilities, duties and skills required. - The Employer retains the right to change or assign other duties to this position. Disclaimer: Please note that any salary ranges displayed on this job posting are automatically generated by the job platform and do not reflect the actual salary for this position. Christ Church does not publish salary ranges for roles online.