Sr. Business Partner

Job Description

The Senior Human Resources Business Partner reports directly to the Vice President of Human Resources, located in Cleveland, Ohio. This individual is responsible for leading the organization’s Phoenix office Human Resources function. The position is responsible for developing and implementing strategic human resource initiatives that support the core business objectives of AML RightSource. This person will bring creative thinking to the process of acquiring, developing, allocating, leading, and managing human capital and will work closely with the Vice President of Human Resources and the Chief People Officer in achieving these goals.  

The Human Resources Business Partner also provides leadership and direction to ensure exemplary customer service and professional responsiveness. This individual will collaborate with key managers and provide strategic leadership and guidance regarding all human resource aspects of the company’s operations, policies, objectives and initiatives in an effort to build, develop and retain a diverse and highly qualified workforce. This role requires the active management of human resource functions and employee engagement initiatives, including: compensation, benefits, talent management, employee relations, employee performance management, policy, training, and recognition programs.

Specific work examples

  • Work with Phoenix Operations Director to develop and define strategic goals and objectives to achieve established benchmarks in coordination with the organization’s strategic plan.
  • Oversee employee relations matters in the Phoenix office including investigations, positon eliminations, restructures, corrective actions reports and performance improvement plans.  Serve as consultant to management on sensitive employee relation issues and concerns. Participates in the investigation and resolution of new and ongoing employee relation issues.  Develops, recommends and initiate appropriate steps for resolution.
  • Responsible for examining and providing recommendations to reengineer operations and procedures.  Works with management and leadership in formulating policy and developing and implementing new strategies and procedures in line with the company goals and objectives.
  • Oversee the talent acquisition, applicant tracking and retention process for Phoenix office.  Ensure recruitment and employee selections are accomplished within acceptable time frames and in accordance with established policies and guidelines.
  • Review wage and salary data, including maintenance of periodic compensation level benchmark surveys.
  • Understand, explain and ensure compliance with personnel policies and procedures.
  • Ability to interpret and advise on the application of various employment laws including matters involving FLSA, FMLA, EEO, USERRA and ADA.
  • Direct the coordination of medical, dental, vision, life insurance, retirement, flexible spending and other related employee benefit programs in the Phoenix office and ensure accountability and compliance with applicable policies and state and federal laws.
  • Assists in administering the organization’s employee performance evaluation process.
  • Develop, prepare, generate, and analyze ongoing and ad-hoc special reports pertaining to employee personnel information and data, including but not limited to issues such as staffing levels, turnover, absenteeism, recruitment, applicant tracking, compensation, promotions, etc.
  • Effectively utilizes the data processing system to obtain, store, and analyze pertinent data and information.
  • Direct and communicate recognition programs, approved company social activities, employee orientations and on-boarding programs.
  • Develop and maintain filing and retrieval systems for storing historical human resource records as required by law and company policy.
  • Analyze and assess training and development needs.
  • Maintain professional knowledge by attending educational workshops, building personal networks and participating in professional societies.
  • Research, organize, document and complete special projects assigned by the Vice President of Human Resources. 
  • Assist legal counsel and performs other job-related duties as assigned.   
  • Review and adhere to the terms of all firm policies during employment and applicable policy terms after employment ends.  
  • Facilitate compliance among firm employees with all firm policies.  
  • Other duties as assigned.

Duties & Responsibilities

  • CORE HUMAN RESOURCE MANAGEMENT: Implements human resources strategies by establishing measurable accountabilities, including talent acquisition, employment processing, compensation, health and welfare benefits, training and development, records management, policy and procedure compliance, safety, employee relations, employee retention and EEO compliance. Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements and advising management on required actions.
  • PROJECT MANAGEMENT: Develops and promotes employee-engagement initiatives and customer-service strategies.  Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action and changing assumptions and direction.
  • EMPLOYEE RELATIONS: Assists management who need to counsel staff and/or monitor, appraise, and review staff job contributions.  Provide consultation in reviewing and maintaining compensation systems and in evaluating productivity and quality.
  • HRIS MANAGEMENT & ANALYSIS: Manages local aspects of HRIS systems; Develops human resources strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning resources; developing action plans; measuring and analyzing results and initiating corrective measures.     
  • PROFESSIONAL DEVELOPMENT: Updates and enhances job knowledge by participating in local conferences and educational opportunities; reading professional publications; maintaining personal networks and participating in professional organizations.

Required Qualifications

  • Bachelor’s degree in human resource management, business administration, personnel management or related field from an accredited institution.
  • Minimum of five years of progressively responsible human resource management experience.
  • Strong functional human resources experience in the areas of employee engagement, employee benefits, employment law, compensation, employee relations, talent management and retention, performance management, recognition systems and delivery of training.
  • Ability to lead projects, develop timelines, coordinate project teams and implement action items during the life of a project.  
  • Experience using word processing, spreadsheets, human resource information system, applicant tracking systems and various other analytical tools. 
  • Experience coordinating schedules using Outlook and using basic office technology.
  • Ability to create and deliver high quality presentations using PowerPoint
  • Strong decision-making skills and ability to analyze and interpret statistical data.
  • Professional verbal and written communications, presentation and interpersonal skills. 
  • Sensitivity to issues related to recruitment and retention of a diverse workforce.
  • Ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds.
  • Ability to maintain confidential information and uphold ethical practices. 

Preferred Qualifications

  • Master’s degree in Business, Human Resource Management or related field
  • Six or more years of relevant experience
  • Senior Professional in Human Resources (SPHR) or SHRM Senior Certified Professional (SHRM-SCP).
  • HR Project Management experience or certification.

General Working Hours and Conditions

Physical Requirements

AML RightSource, LLC is an Equal Opportunity Employer and does not discriminate against applicants due race, color, religion, national origin, sex, age, disability, veteran status, sexual orientation, gender identity, or other legally protected status.

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