Description & Requirements
In addition, they are responsible for developing a non-clinician panel of arbitrators (case review). This includes the designing a recruitment program, identification of resources, onboarding of individuals, and contracting efforts. The HR Business Partner / Lead Specialist will also manage work relations with the contracted panelist/arbitrators. They may also work on recruitment efforts for other key personnel to support work.
The HR Business Partner / Lead Specialist is responsible for supporting workforce maximization and professional growth of managers across several departments. This may include enhancing leadership, communication and/or performance management to support and foster a high-performing culture.
They are also responsible for developing and executing strategies that enhance employee satisfaction, motivation, and overall engagement across the organization. This role focuses on creating a positive workplace culture that aligns with the company’s values, fosters collaboration, and improves employee retention. The HR Business Partner / Lead Specialist will lead initiatives such as recognition programs and internal communication efforts to ensure a strong connection between employees, management and the organization’s mission and goals.
Essential Duties and Responsibilities:
- Develop and implement human resources strategies that align with the organization's overall goals and objectives.
- Collaborate with senior management to understand business needs and proactively address challenges.
Monitor day-to-day operations within human resources to ensure compliance with company policy and labor laws.
- Manage quarterly and/or annual project bonuses and merit cycles.
- Serve as a point of contact for employee relations issues and escalations.
- Conduct investigations into employee complaints and concerns, ensuring fair and consistent outcomes.
- Serve as subject matter expert on all types of leave: Federal, state and company; educate management and respond to inquiries by employees and management.
- Facilitate worker's compensation claims. Lead and guide staff and management with worker’s compensation claims.
- Assist human resources team when needed. Follow up on work assignments to ensure compliance.
- Design, implement, and manage employee incentive or engagement programs and initiatives that promote a positive work environment and boost employee morale
- Lead efforts to recognize and reward employee contributions, including developing recognition programs and events that celebrate achievements and milestones
- Develop or support mechanisms to collect monthly or quarterly performance measures on production and quality. Work with Directors to assess the measures and to distribute incentives
- Serve as a trusted advisor to management and employees on workplace issues, providing guidance on conflict resolution, performance management, and compliance with company policies
- Drive workforce maximization efforts to support management in enhancing performance
- Partner with internal communications teams to ensure effective and consistent messaging about incentives and organizational updates
- Recommend training for managers and employees on best practices, leadership development, and team-building
- Serve as a trusted advisor to leadership on strategies to improve workplace culture and employee satisfaction
- Monitor and report on the effectiveness of incentive programs, adjusting strategies as needed to achieve desired outcomes
- Serve as a trusted advisor to management to provide guidance on performance management
- Foster open communication between employees and management, promoting transparency and mutual understanding
- Recruitment- Identify and engage prospects for the Federal NSA arbitration panel
- Onboarding of arbitrators- coordinate onboarding process; including training, system access, etc.
- Management and Coordination- monitor performance and provide feedback to ensure high-quality service; resolve any issues
- Relationship Building and Engagement- foster strong relationships with arbitrators to ensure continued engagement and participation; provide regular communication to panelists regarding program need and opportunities
- Data and Record Management- maintain accurate records of panelists, performance. Manage arbitrator availability and caseloads
- Compliance and Legal Adherence- ensure all arbitrators operate within the timeframes, comply with regulations and policies
- Bachelor's Degree in related field.
- 7-10 years of relevant professional experience required.
- Equivalent combination of education and experience considered in lieu of degree.
- Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field or equivalent years of experience in a related field
- 5+ years of experience in employee engagement, human resources, or organizational development, with at least 2 years in a leadership or management role
- Proven experience developing and implementing employee engagement strategies and programs
- Strong knowledge of employee engagement metrics, surveys, and best practices
- Excellent interpersonal and communication skills, with the ability to influence and inspire employees at all levels
- Strong project management skills, with the ability to handle multiple initiatives simultaneously
- Experience with recruitment and onboarding
- Experience with data analysis and reporting, with the ability to derive insights from employee engagement metrics
- Proficiency in HR software, employee engagement tools, and Microsoft
- Strong analytical and decision-making skills, with attention to detail