Join Home of the Innocents, a non-profit dedicated to supporting children and families in our community. Our mission is to enrich lives with hope, health, and happiness. As one of only two certified Sanctuary Organizations in Kentucky, we prioritize safety and recovery through trauma-informed practices. Our leadership is committed to developing a diverse, inclusive, and values-led workforce.
If you're passionate about making a difference for children, families, and our community, we invite you to apply!

Position: Human Resources Business Partner

The Human Resources Business Partner (HRBP) leads and manages all aspects of the HR function within the assigned business unit, while balancing, supporting, and addressing organizational needs, challenges and opportunities. This role serves as the primary human resources of contact for leaders and team members in defining and executing all HR and organizational priorities.

 

 

 

A. First point of contact for leaders and team members for all aspects of the employee life cycle. Effectively coordinate overall HR support to ensure that needs are met in timely, high-quality fashion for employee relations, onboarding, offboarding, experience, and engagement. Ensures that all activities are grounded in employment law, core values, and in support of the organization’s culture initiatives.

 

B. Serves as a day-to-day point of contact for leaders and team members in coaching, counseling, disciplinary actions, HR policy review.

 

C. Conducts investigations, as appropriate to ensure organizational and team member safety, compliance, and mitigation of risk.

 

D. Responsible for leading and coordinating all Human Resource support for the identified business unit(s) to ensure the improvement of work relationships, morale, productivity, retention of team members; manager training and upscaling.

 

E. Lead onboarding process for new hires in assigned areas. Delivering an informative, welcoming experience for both new hires and transferring team members. Including HR required personnel information, meeting facilitation, communications, tracking, surveys, and individual onboarding plans.

 

F. Supports the implementation and interpretation of HR strategy and tactics to the overall business priorities of the organization and effectively manages the execution of these initiatives to result in improved business performance, while ensuring that organizational change efforts are managed effectively and in a legally defensible manner.

 

G. Serves as a strategic advisor to leader(s) and partners with their respective management team to translate the needs of the business into actionable, value-added HR programs and initiatives.

 

H. Serves as champion, leads or supports business initiatives focused on enhancing organization effectiveness, performance and talent, including but not  limited to: organization design and effectiveness, performance management, identification of training/development needs for the business unit (nominations, coaching related to HR practices), employee engagement, diversity and inclusion.

 

I. Ensures the completion of all team member changes in the HRIS, Dayforce and other vendors as appropriate.

 

J. Works closely with senior leaders and their respective leadership team on all organizational change initiatives including but not limited to reorganizations, talent upgrades, promotions/demotions, job description development, performance improvement plans, separations, investigations, and related training and communication.

 

K. Participates in continuing education training by attending workshops, seminars, training, and departmental meetings to keep abreast of current trends, laws, and regulations in Human Resources.

 

L. Serves as the backup for the Talent Acquisition Specialist and other HR roles, as required.

 

M. Performs other duties as assigned.

 

Positions Supervised: This role has no supervisory responsibilities.

 

 

A. Must be mission-driven and possess versatility, discretion, and good interpersonal skills with ability to work with a variety of diverse people.

 

B. Must be a coachable self-motivated critical thinker with the ability to work independently and as a team player with the ability to work effectively and build partnerships at all levels of the agency.

 

C. Must demonstrate excellent oral and written communication, interpersonal skills, analytical capability customer service, ability to influence, attention to detail, and strong business acumen.

 

D. Must be flexible with the ability to adapt to constant change; have strong time management and priorities management skills; and ability to meet established metrics.

 

E. Must have the ability to communicate HR policies, procedures, regulations, and reports to leadership, team members, and government agencies in the English language.

 

F. Must have the ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.

 

 

 

A. High School Diploma or GED required. Bachelor’s degree in human resource management, business, or a related field preferred. A minimum of four (4) years of HR experience in lieu of degree.

 

B. Three to five (3-5) years of progressive human resource experience or a combination of human resource and business experience. Significant experience in various HR disciplines, including talent management, organizational development, talent assessment/development/coaching, compensation and rewards, performance management, employee relations, or change management.

 

C. Professional credentials in Human Resources either HRCI certified PHR or SPHR or SHRM certified SHRM-CP or SHRM-SCP, preferred.

 

D. Must have strong Knowledge of federal and state employment laws.

 

E. Must demonstrate proficient knowledge of Microsoft Office 365.

 

F. Must have experience using HRIS systems, e.g. Ceridian Dayforce, preferred.