The Human Resources Partner – VA and DC IDD Services reports to the Senior Manager, Employee Engagement and Retention and is member of the Human Resources Team. The role provides dedicated operational human resource guidance and expertise to support the programs initiatives and activities. The HR PP liaises with program management to achieve effective employee engagement and retention. Via management development, HCMS system utilization, coaching session and retention support. The HR PP is responsible for ensuring in his/her areas of focus have a high level of consistency, fairness, and effectiveness in workforce management and engagement initiatives and employee relations within programs. This role aides in championing VOACC to be a Great Place to Work, and will assist in implementing and helping the programs to contribute and be involved in various organizational efforts aligned to Board-approved company objectives.

RESPONSIBILITIES

Collaboration:

• Collaborates and is HR point person for his/her respective VOACC Areas of focus
• Compiles status reports and communicate effectively with VP, directors, and supervisors, support staff and external contacts.
• Exercises discretionary judgment as to where it is most appropriate to locate oneself either in the respective program office or administrative office.
• Prepares and delivers presentations (i.e. orientation, trainings)
• Provide timely or as requested updates on internal issues, upcoming projects and deadlines.
• Seeks assistance in addressing difficult and unusual HR issues from immediate supervisor, VP, Human Resources and Administration, or designee.
• Appropriately collaborates with other regional HR Program Partners and HR Senior Managers regarding actions FMLA, STD, and New Hire Orientation.

Compliance:

• Ensures that all audits meet 100% passing with employee records and stakeholder requirements.
• Conducts reviews of staff periodically for update of certifications and licensures.
• Interprets and applies company HR policies, understanding implications and impact on HR and other departments.
• Ensures the accuracy and timely submission of personnel action requests and other HR actions for employees in the respective state(s) program within VOACC.
• Utilize existing HR tools (i.e. HR/Paycom/Payroll system) to provide reports and data analyses.
• Generate templates and presentations that represent data analyses for internal use and to be presented to management.
• Ensures that staff complete annual requirements and training series.

Employee Relations:

• Conducts investigations and conflict resolution/mediation sessions as needed.
• Provide feedback concerning possible problems or areas of improvement; recommends action plans and strategies.
• Reviews exit interviews with leaderships and discusses resolution actions.
• Reviews all Personnel Actions to ensure alignment with labor guidelines on classifications.
• Conducts grievance reviews, internal investigations and stakeholder reviews as needed.
• Address all employee grievances and records action for review and trends.

Recruitment and Onboarding:

• Assist with the Position Control for vacancy and turnover rates.
• Ensure Hiring Managers are conducting Behavior-based Interviewing
• Keep job descriptions updated and aligned to DEI principle to ensure that all new hire staff meet the compliance requirements and completes their individual on-boarding check list.

Employee Experience and Development

• Assist in conducting and ensuring that employee engagement initiativess are effective, thoughtful and moving forward within assigned region i.e. employee of the quarter and the year.
• Actively work with program leadership and hold them accountable to adopted Great Place to Work and culture building principles
• Assist in and promote organization-wide Culture building efforts
• Conduct applicable research on best practices and industry trends enhancing the VOACC employee experience
• Perform other duties as assigned by immediate supervisoror designee.

EFFECT ON END RESULT

• Performance is measured on the following areas:
  • Management level effective use of the HCMS and reports
  • Meeting all investigation time lines and times to completion
  • Addressing employee concerns within 24 to 48 hours
  • Tracking all employee grievances and investigation on Smartsheet immediately after completion
  • Reduction or “0” complaint of access to HR for support
  • Meeting min of 3 to 6 site visits per month of all areas of focus.
  • Errors in audits reduce and completion of 30, 60. 90 and 180 day on boaridn plan for all new hires
• Ensures all HR actions are compliant with organizational policies and procedures as well as, with federal, state laws, and regulatory agency compliance. This is particularly relevant with maintenance of the official HR file, employee payroll and medical files.
• Assists in all staff training reducing unwarranted risk and staff knows steps needed to achieve their short and long-term career goals with the agency.

PHYSICAL REQUIREMENTS

The physical requirements described below are representative of those that must be met by an employee to successfully perform the essential duties of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.

• The ability to safely operate a motor vehicle to transport oneself.
• The physical ability to travel to program locations, stand, stoop, bend, reach, pull, push, lift, grasp, climb, talk, see, hear and operate office equipment.
• Move and lift light objects up to 30 pounds such as mail, supplies, files, and equipment.
• Operating office equipment requiring continuous or repetitive hand/arm movements.
• The ability to remain in a sitting position for extended periods of time.

OTHER DUTIES

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

Qualifications

REQUIREMENTS

• Bachelors’ Degree in Business Administration, Business Management, Human Resources Management, or related field strongly recommended.
• SHRM-CP and/or PHR certification a plus not required.
• A minimum of two (2) years human resource experience strongly preferred to help expedite the responsiveness of HR support to VOACC programs throughout the Chesapeake and Carolina’s affiliate, specifically focused on assigned regional employees.
• Experienced at fielding questions and concerns for talent management, organizational policy and protocols, benefits, compensation, employment and employee relations.
• Customer service and servant-leader mindset
• Demonstratable workplace coaching experience
• Excellent ability to triage or push to the next level matters requiring specialist expertise, and when the answer is outside of scope.
• Excellent ability to interface with regional Vice President and address over-arching regional matters in a concise and responsive matter with solid resolutions.
• Knowledge of the DC, State and Federal employment laws and regulations as it relates to labor/employment.
• Must be able to multitask, prioritize workload, meet critical deadlines and comfortably work with confidential employee and employer information.
• Must possess outstanding team building skills and the desire to work with people.
• Be able to proficiently utilize technology, metrics, and standard processes.
• Ability to understand and interpret workforce data and apply these metrics to explain trends and/or provide solutions for the program.
• Experience with conducting investigations and providing recommendations.
• Strong PC skills in a Windows environment.
• Ability to use independent judgment and address conflict and find resolutions.
• Excellent interpersonal, written, and oral communication skills.

• Bilingual in any language a plus.