The Human Resources Business Partner, reporting to the HR Manager, is responsible for supporting organizational operations by providing coaching and guidance on HR related business matters including employee relations issues, workforce planning, talent acquisition, compensation, payroll & benefits support, safety, HR policy and procedure and employment law practices. The position formulates partnerships across the organization to deliver collaborative service to leadership and employees of Lakeland Care for HR functions. The Human Resources Business Partner is responsible to maintain an effective level of business literacy about the organizational culture, service regions and competition.

Principal Duties and Responsibilities:

The following duties are typical for this position. These are not to be construed as exclusive or all-inclusive. Other duties may be required and assigned.

Talent Acquisition and Onboarding

• Manages recruitment process by: sourcing candidates via a variety of recruitment solutions; creating job postings in applicant tracking system to communicate openings; coordinating and representing LCI at job fairs; making public presentations at schools and organizations; maintaining a professional network through various sources. This position is responsible for reviewing applications; conducting phone screens, interviewing, and conducting necessary reference and background checks; administering appropriate assessments; partnering in hiring decisions; presenting and negotiating offers. Creates and updates position descriptions by conducting position analysis process and/or editing job information based on hiring criteria.

• Orient new employees to Lakeland Care employment and benefit information. Assist employees with completion of HR paperwork. Assist with coordinating new hire orientation with Training and Development staff as needed.

• Administer and assure compliance with Affirmative Action Plan (AAP). Develop creative recruitment solutions to source diverse candidates to include veterans.

• Benefit Support and Payroll to include enrollment, changes and communication of benefit information to employees.

• Coordinate and administer Leave of Absence (LOA) and return to work processes while remaining empathetic to the employee’s medical/personal concerns.

• Assist Total Rewards Specialist/Human Resources Manager with audits of benefit enrollments and changes to ensure that the HRIS system and vendor records align.

Performance and Talent Management, Training and Development

• Ensure planning, monitoring, and appraisal of employee performance by teaching managers to coach employees and conduct critical conversations; advise managers in development of employee performance improvement plans; support manager in performance improvement meetings to clearly define performance expectations; listen to and resolve employee issues; counsel employees and supervisors.

• Act as trusted resource to managers and employees on a wide variety of people topics including policy interpretation, staffing, benefits, leaves of absence, workers’ compensation, employee investigations, and pay-related issues.

• Manage new hire feedback and exit interview process, analyze data and make recommendations to the leadership team for corrective action and continuous improvement.

Compliance and Regulatory

• Maintain in-depth knowledge of legal requirements related to day-to-day support to employees, reducing legal risks and ensuring regulatory compliance. Collaborate with HR Manager and with legal department as needed/required.

• Ensure maintenance of employee personnel records in compliance with federal and state laws. Maintain confidentiality of employee files and records and ensure development of and compliance with the organization’s records retention policy.

• Generates reports and complete EEO-1 and VETS-4212 annually for review and filing; maintain applicant and current employee EEO records and maintain other records, reports and logs to conform to EEO regulations. Ensure compliance with USCIS Form I-9 Employment Eligibility Verification; periodically audits Forms I-9.

Competencies

• Communication;
• Consultation;
• HR Expertise;
• Critical Thinking;
• Relationship Management;
• Cultural Awareness;
• Ethical Practice;
• Business Acumen