The Human Resources Business Partner must have a strong understanding of all aspects of Human Resources as well as significant experience in Employee Relations. The Human Resources Business Partner will directly support targeted regions and brand(s) within KBP’s growing business. This leader will be responsible for becoming a knowledgeable point of contact for regions and leaders to coordinate various HR support services, products and needs. Directly leading employee relations support and brokering other support, this individual must have the capability to ensure regulatory compliance, respond to complaints (internal and external), conduct thorough and well documented investigations timely, and prepare well written responses to internal and external populations and agencies as appropriate. The Human Resources Business Partner will be responsible for coordinating and leading the training/development/coaching/and communication of a range of activities related to employee/labor relations. Very strong partnership, relationship building, communication, collaboration and interaction skills must be demonstrated in this role with leadership, field Operations, home office, and the human resource teams.
Job Responsibilities
- Providing point of contact support for regional operations leadership and coordinating responses.
- Leading employee relations responses to targeted clients which at a minimum includes investigations, investigation outcomes, leadership and employee coaching, administration of discipline, tracking of activity, and Position Statement responses to regulatory agencies for a union free workforce of approximately 15,000 employees operating in 28 states.
- Remaining abreast of EEO, DOL, and OSHA regulatory changes that can have a compliance effect on Human Resources practices and processes (i.e., change or notice of new requirement under the ADA, ACA, FCRA, FMLA etc.)
- Helping to ensure the Employee Handbook and other policies are current and are properly administered.
- Managing the ethics hotline, performing investigations, and properly dispositioning issues in a timely manner.
- Overseeing and properly adjudicating ADAAA inquiries and logging requests, interactive processes, and outcomes on the company log.
- Building trust with operational leaders to become a relied upon advisor across the HR discipline.
- Developing the HR team, regardless of sub-discipline, by providing insight and recommendations based on accurately analyzed data, observations, best practice knowledge, and experience.
- Tracking and reporting of volume, type, cost(s) and closure of employee and employment issues.
- Representing the Company in mediation and arbitration proceedings.
- Partnering in overseeing the Company’s active leave and disability management programs and processes (personal, FMLA, short- and long-term medical, WC, military, other) in accordance with all company and regulatory requirements.
- Partnering in the development of leadership assessment and development, performance management, and other critical talent management initiatives for the Company.
- Creating and overseeing monthly employee relations matters metrics and scorecard.
- Effective at building and delivering harassment prevention, Title VII, inclusion, and other HR related trainings.
- Experience providing leadership advice on all employee related issues to include routine employment, crises, privacy, social media rights, harassment etc.
- Good judgement and strong employment law acumen.
- Multi-state experience.
- Influential and able to lead ancillary departments to better outcomes.
- Demonstrated ability to remain focused, prioritize work, and complete projects timely.
- Mature mindset: contemporary and forward thinking, bringing new solutions to common issues.
- Well-read, self-starter that is driven and motivated by accomplishing goals.
- Big thinker with ability to effectively prioritize and execute tasks sometimes while under pressure.
- Experience working with a multi-cultural workforce; bilingual skills considered a plus.
- Ability to work with a variety of personalities.
- Very proficient in Microsoft Office suite.
- Leans on knowledge and experience and writing capabilities to respond to regulatory inquiries; strong expertise in writing effective Position Statements, policies, and responses to agencies.
- Good verbal communication skills.
- Efficient and keen attention to detail.
- Strong customer service orientation, eager and able to learn, with positive attitude.
Required Skills, Knowledge & Abilities
- Bachelor’s degree or comparable combination of education and experience.
- 7 years of generalist experience in the Human Resources field with two of the disciplines being Employee Relations and Labor Relations.
- PHR, SPHR preferred.
- Must have strong experience with compliance or audit processes; have excellent record keeping, data tracking, and dashboarding skills.
- Well-developed writing skills is a must.
- Experience working with and writing/pulling reports from Human Capital Management (HCM) applications such as HRIS, Payroll, T&A, LMS, Performance Management, Compensation, etc. Ability to run reports, synthesize data, and chart data that leads management to make informed decisions. Excellent analytical, correlation, reasoning, and problem-solving skills
- Related experience in the restaurant industry or high-volume hospitality environment is preferred.
- Employment law, law degree or legal training is a plus.
