Human Resources Business Partner (HRBP)
 
Position Summary:
The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. Assess and anticipate HR-related needs. Communicate proactively within our HR department and with business management. Determine and develop integrated solutions to high priority issues. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
 
Coordinate with the downtown HRBP to complete the recruitment process for assignment business units and the new hire program for positions for the West office of NGL. Complete tasks for the monthly and annual performance appraisal process for assigned business units. Enter new and terminated employee information as well as employee transaction information into the HRIS. Assist Director in the day-to-day activities of the department through the development, coordination and monitoring of processes, programs, communications. Provides sound employee relations assistance to assigned department supervisors and employees. Responsible for managing company programs such as LOMA, Tuition Reimbursement, EEO-1 reporting, safety, and maintenance of the corporate organizational charts. Work with the Training Specialist to implement online and other training programs. This position also coordinates the human resource responsibilities of annual United Way campaigns.
 
 
Primary Job Knowledges:
 
A. As HR Business Partner, align business objectives with employees and management in designated business units.

• Attend weekly meetings with respective business units.
• Consult with line management, providing HR guidance when appropriate.
• Analyze trends and metrics in partnership with the HR team to develop solutions, programs and policies.
• Manage and resolve employee relations issues.
• Maintain knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Provide guidance and input on business unit restructures, workforce planning and succession planning.
• Identify training needs for business units and individual executive coaching needs.
• Participate in evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
• Conduct employee termination meetings.

• Strategize, develop and execute recruiting plan for each opening in assigned business units through appropriate avenues such as, job boards, recruiting agencies, schools, state services, etc.
• Conduct regular follow-up with managers to determine the effectiveness of recruiting plans, initiate appropriate improvements.
• Update and maintain accurate data in applicant tracking system for assigned business units.
• Conduct applicant tracking system training for new supervisors in assigned business units.
• Establish partnerships with third party recruiting resources as needed.
• Research and recommend new sources and strategies for active and passive candidate recruiting.
• Work with the Marketing team to maintain the Career Page on the Corporate website. Ensure alignment with company and employee branding strategies.
• Maintain time to fill metrics for assigned business units.
• Work closely with hiring supervisors, screening and advising on initial candidates, final candidates, compensation, etc. for assigned business units.
• Ensure compliance with state and federal laws and company policies.
• Administer all Pre-Employment activities for assigned business units.
• Conduct New Hire Orientation for new employees at West location.
• Conduct exit interviews for employees leaving West location.
• Monitor required Employee Handbook/policy sign-offs for assigned business units using OnBase reports. Follow up with missing acknowledgments.
• Update job descriptions as needed.
• Conduct six week follow up meetings with new hires of assigned business units to identify any concerns and ensure a smooth new hire experience. Inform HR Director of any issues and discuss with Supervisor when appropriate.

• Assist Director in monitoring and updating employee policies and procedures.
• Assist Director in communicating or clarifying policies to employees, resolving employee issues, guiding supervisors.

• Ensure receipt of reviews due, monitor salary increase requests to assist Director in ensuring consistency with Merit Guidelines. Contact reviewing supervisor when there are questions or issues.
• Monitor salary increase requests to assist Director in ensuring consistency with Merit Guidelines. Complete Salary Review spreadsheet for Salary Committee once issues have been resolved.
• Provide Director with all reviews and completed spreadsheet in time to allow review by Director before Salary Committee meeting.
• Approve performance appraisals for assigned business units. Communicate with supervisors of the any salary issues.
• Scan appraisal documents for assigned business units into database.

• Assist with employee training needs assessments
• Serve as point person for design and implementation of HR-related training such as orientations.
• Assist with design of online training courses related to employee issues and topics

• Ensure the up-to-date accuracy of employee transactions in both ADP and OnBase.
• Complete employee transaction forms.
• Facilitate employee file review upon request.
• Monitor and ensure the timely and accurate submission of payroll changes.
• Build new employee records, maintain current employee records, and update terminated and archived employee records.
• Create reports from the HRIS as needed or requested by senior management and the department.
• Attend Payroll/HR meetings

• Work with HR Administrative Assistant to implement activities of the Wellness Committee
• Member: Corporate Communication Committee
• Coordinate AED & CPR and other employee-related training for West location
• Coordinate telepresence assistance as needed for employee meetings at the West office (QBU, 401(k), etc.)
• Manage tuition reimbursement and LOMA programs for both West and downtown offices.
• Assist with the planning and preparation of employee activities for the West location.
• Coordinate HR responsibilities of the United Way campaign
• Coordinate employee safety initiatives for the West office; conduct drills and update procedures, ensure compliance with building safety and security procedures
• Serve as contact for building landlord; be listed as a contact for off-hours purposes.
• Coordinate with B&T to manage security access for the Madison West building.

1. Ability to communicate effectively with employees, management and outside parties.
2. Ability to coordinate and work effectively across multiple office locations; ability to monitor and assist employees working remotely.
3. Understanding of and ability to recruit in all levels of the organization. Knowledge and experience in direct and indirect recruiting, using job boards, online applications, recruiters, etc.
4. Strong business acumen
5. Knowledge and understanding of general Human Resources practices, business partner practices, policies, and law as it pertains to areas of responsibility
6. Ability to work independently but also as a team member.
7. Ability to maintain effective working relationships with employees and management through the use of tact and good judgment, responsiveness, and follow-through.
8. As a professional representative of the Human Resources department, must be able to maintain and ensure confidentiality and credibility.
9. Demonstrated ability to stay focused and maintain attention to detail.
10. Ability to effectively manage a number of priorities at one time.
11. Ability to quickly gain and demonstrate strong working knowledge of NGL’s policies, procedures, and practices.
12. Strong hands-on experience with Microsoft Office, HRIS and payroll systems.
13. Ability to complete LOMA 1 & 2.
14. Must be able to work during core business hours .Some evening and weekend hours are required.
15. Some travel required.

1. Minimum of four-year degree in Business Administration, Human Resources or equivalent work experience in a business setting.
2. A minimum of three years of demonstrated experience in related responsibilities in a Human Resources department, preferably in a business partner role.