This job was posted by https://www.vermontjoblink.com : For more information, please see: https://www.vermontjoblink.com/jobs/1221040

UCS Offers Generous Benefits

• Competitive pay
• Generous paid time off
• Medical, dental, and vision insurance
• Retirement plan with employer match
• Employer paid life insurance
• Employer paid short term and long term disability insurance
• Employee Assistance Program
• Career development opportunities
• Free clinical supervision towards licensure
• Loan repayment and tuition assistance program
• Award winning worksite wellness program
• An inclusive workplace supported by an active Diversity, Equity, Inclusion, and Belonging committee.
• Rewarding experience making a difference in the community.

Qualifications

The Human Resources Business Partner (HRBP) acts as a strategic partner to leaders and employees, aligning human resources (HR) practices with organizational goals to drive business success. With a focus on employee relations, the HRBP serves as a key advisor and advocate for fostering positive employee experiences and maintaining a productive workplace culture. The HRBP is central to resolving employee concerns, ensuring fair application of policies, and building strong relationships between employees and management. This role requires a proactive individual who provides expert HR guidance and support across a full suite of internal customer-focused HR services including employee relations, performance management, workforce planning, organizational development, compliance, and training and development.

MAJOR RESPONSIBILITIES:

Strategic Partnership

• Drawing on a broad range of expertise, the HRBPoperates as a business partner, leadership advocate, and employee championfor all levels of the agency.
• Partner with leadership throughout the agency on strategic HR initiatives and interventions.Plan, develop, organize, and implement HR business plans,strategies, and activities to support the success of leaders and employees.
• Collaborate with leaders and employees to align HR strategies with organizational objectives.
• Build and maintain relationships and personal credibilityat all levels to effectively provide advice and counsel as well as foster open communication. Act as a trusted advisor on HR matters, providing insight and solutions for workforce challenges.

Performance Management

• Drive performance management initiatives, including goal setting, coaching, and corrective action.
• Provide direct assistance to leaders in the facilitation, provision, and documentation of performance management and/or corrective action.
• Provide coaching and support to managerson effectively addressing performance issues, employee development, and team building.

Employee Relations

• Serve as a point of contact for employee concerns, including grievances and workplace conflicts, resolving issues effectively and empathetically. Resolve difficult and personal employee issues in a composed, professional, and confidential manner.
• Act as an employee advocate.Represent employees and partner with leaders to address employee concerns and grievances.Provide proactive guidance and coaching in bringing employee relations matters to successful resolution.
• Conducts thorough and objective workplace investigationsas assigned by the Director of Human Resources or the Executive Director.
• Engage in conflict resolution, mediate disputes, and facilitate productive dialogueto maintain a positive work environment.
• Use effective interviewing techniques toprovide stay and exit interviews, record findings, and collaborate with leaders to address action items.
• Build trust and create interactions that build stronger employee engagement.Lead employee exp rience initiatives to drive employee engagement.
• Empower employees and leaders with resources and tools to navigate workplace challenges.

Organizational Development

• Lead change management initiatives, including communication and training, to support HR and organizational transformation. Communicate these initiatives on a one-to-one basis as well as group settings to influence others. Be a champion for strategic initiatives.
• Develop human resources strategies to meet changing business needs through assisting withorganizational structure redesign, succession planning, and workforce development.
• Support diversity, equity, inclusion, and belonging (DEIB) initiativesto foster a welcoming and equitable work environment.

Coaching and Training

Take a lead role inestablishing, facilitating, and continually improving leadership training.

Develop curriculum and facilitate training sessions&nb