HR Business Partner

at  The Elizabeth Hospice

Overview:
The Human Resources Business Partner reports to the HR Manager and partners with assigned business units to provide human resources support and solutions to people and business challenges. This role provides guidance in human resource areas, including, but not limited to, employee relations, compensation, recruiting, talent acquisition, leaves of absence, job accommodations and workers’ compensation. This role recommends, develops, and supports new approaches and processes to achieve continuous improvement in the Human Resources department.
The Elizabeth Hospice is San Diego’s oldest non-profit hospice of 45 years. We are growing and looking for talented individuals to join our high performing team and support our mission. We serve all of San Diego county and south Riverside county with multiple hospice office locations.
Our Mission: To enhance the quality of life for those nearing the end of life’s journey and for those who grieve.
Salary: $90,000-$100,000 annually. Subject to experience and qualifications.
Work Schedule: Monday through Friday, 8:00 a.m.-5:00 p.m.
Work Location: Escondido, CA. This is position is fully in office.
Travel: Occasional requirement for site visits or educational opportunities.

Responsibilities:

• Provides HR expertise with all types and levels of complexity in the area of employee relations, including but not limited to coaching, performance counseling, investigations and Performance Improvement Plans.
• Offers guidance to employees and managers on the interpretation and application of organizational policies and procedures.
• Guides managers in proper documentation procedures for employee coaching, counseling, and discipline.
• Under the direction of the HR Manager, conducts internal investigations, compiles records, writes investigation summaries and reports results to HR Manager.
• Manages employee onboarding and offboarding processes.
• Manages the full lifecycle of recruiting, including, but not limited to, assisting with position justifications, preparing job postings, editing/creating job descriptions, posting jobs, screening resumes, conducting phone screens, coordinating, scheduling, and participating in interviews, preparing, and extending job offers, and conducting background and references checks.
• Collaborates closely with hiring managers and other stakeholders to ensure effectiveness of new hire orientation and onboarding processes.
• Works with HR Manager and the Chief People Officer to develop and implement strategies to improve work culture and develop the agency into a “preferred employer”.
• Collaborates with the HR Manager on organizational development tasks such as job design, job evaluations, org structure design, resource utilization, skill set and development initiatives.
• Helps compile and analyze salary survey data and overall compensation and makes pay recommendations.
• Provides coaching, guidance, and training to managers on the performance management program and oversees the 90-day evaluations process for new hires and employees in new roles.
• Manages leaves of absence, workers’ compensation, and medical and religious job accommodations.
• Provides HR-related training to leadership team and customer groups.
• Works with leaders on development activities and engagement initiatives to help drive performance and productivity.
• Utilizes HR metrics to monitor performance and identify actionable trends.
• Participates on various HR project teams as assigned.
• Maintains current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable California laws regarding human resources.
• Performs other duties as required and assigned.

Qualifications:

• Bachelor’s degree plus minimum of three (3) years of HR Business Partner experience or equivalent education and experience required. Bachelor’s degree preferred.
• Five year’s experience in the area of Employee Relations and HR functions, with at least three years of CA specific experience required (i.e. performance management, investigations, etc.)
• SPHR/PHR, SHRM-SCP/SHRM-CP, or PIHRA certification required.
• Proficiency in all MS Office programs required.
• Organizational development experience preferred.
• Current Driver’s License and proof of auto insurance.
• Requires professional maturity and experience to interface with all levels of management and staff.
• Excellent leadership, multitasking, analytical, and critical thinking skills required.
• Outstanding customer service, verbal, written and presentation skills required.
• Strong planning, influencing/coaching, and collaboration skills required.
• Ability to establish and maintain strong professional boundaries required.
• High level of integrity and professionalism required.
• Proven ability to build relationships and partner across functional lines.
• Ability to work well under pressure and meet deadlines.
• Strong financial acumen is preferred.

• Provides HR expertise with all types and levels of complexity in the area of employee relations, including but not limited to coaching, performance counseling, investigations and Performance Improvement Plans.
• Offers guidance to employees and managers on the interpretation and application of organizational policies and procedures.
• Guides managers in proper documentation procedures for employee coaching, counseling, and discipline.
• Under the direction of the HR Manager, conducts internal investigations, compiles records, writes investigation summaries and reports results to HR Manager.
• Manages employee onboarding and offboarding processes.
• Manages the full lifecycle of recruiting, including, but not limited to, assisting with position justifications, preparing job postings, editing/creating job descriptions, posting jobs, screening resumes, conducting phone screens, coordinating, scheduling, and participating in interviews, preparing, and extending job offers, and conducting background and references checks.
• Collaborates closely with hiring managers and other stakeholders to ensure effectiveness of new hire orientation and onboarding processes.
• Works with HR Manager and the Chief People Officer to develop and implement strategies to improve work culture and develop the agency into a “preferred employer”.
• Collaborates with the HR Manager on organizational development tasks such as job design, job evaluations, org structure design, resource utilization, skill set and development initiatives.
• Helps compile and analyze salary survey data and overall compensation and makes pay recommendations.
• Provides coaching, guidance, and training to managers on the performance management program and oversees the 90-day evaluations process for new hires and employees in new roles.
• Manages leaves of absence, workers’ compensation, and medical and religious job accommodations.
• Provides HR-related training to leadership team and customer groups.
• Works with leaders on development activities and engagement initiatives to help drive performance and productivity.
• Utilizes HR metrics to monitor performance and identify actionable trends.
• Participates on various HR project teams as assigned.
• Maintains current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable California laws regarding human resources.
• Performs other duties as required and assigned