HR Business Partner


The HR Business Partner is responsible for:

Team Member Care - Priority 1 - 20% of Time

  • Executes Case Management SOP's
  • Maintains contact with team members out on LOA
  • Maintains contact with all restricted and open Worker's Compensation cases
  • Maintains contact with team members on temporary work restricts not work related
  • Make contact with team members with 3 no call no shows and appropriate ADA processes are followed
  • Provide coaching to supervisors regarding treatment of injured workers
  • Contact team members when major life events occur (births, deaths, illness)
  • Ensure major life events are entered into system and tracked for points of contact
  • Direct team members towards available resources (chaplains, Employee Assistance Program, benevolent fund)
  • Align department with wellness initiatives / benefits Proactively seek opportunities to engage team members in assigned area

Organizational Development - Priority 2 - 20% of Time

  • Review disciplinary and coaching opportunities with area leaders and serves as a model of discernment
  • Collaborate with talent development manager on evaluation of talent within designated area
  • Work with talent development manager and superintendent / hiring manager to execute on PIP and action plans
  • Coordinates identification of root cause for opportunity talent
  • Use admin reporting in regards to qualification to follow up on team member status with supervisors
  • Coordinate and follow-up with supervisors on status of temporary job transfers through metrics, understands needs of designated area and leads Human Capital improvement projects (flex scheduling, span of control, position control)
  • Work with business partners to identify reporting needs and create as needed
  • Run reports as needed for supervisors on team member training statuses (DM - Generalist? Admin?)
  • Identify changes and recommendations for learning plans in alchemy
  • Work with hiring manager to ensure onboarding plans are executed effectively
  • Exit interview conducted for each TM termination

Hiring / Onboarding- Priority 3 - 20% of Time

  • Draft & extend formal offers, using existing templates, for roles recruited by Generalist (nonexempt & exempt to supervisor level only)
  • Conduct employment verifications (& reference checks if necessary) for non-exempt applicants
  • Review and grade applicants against job criteria for non-exempt applicants
  • Schedule & conduct phone interviews for exempt applicants
  • Schedule and attend nonexempt in-person interviews with hiring managers for all internal and external candidates in their area
  • Coordinate and administer job specific assessment tests (XT, TTI, Excel, Math tests)
  • Communicate with hiring managers on candidate status as needed
  • Enter dispositions in to Applicant Tracking System for each candidate not selected, as needed, before requisition is closed
  • Make sure that requisitions are closed and hiring process is complete
  • Serve as a resource for questions regarding requisitions in Applicant Tracking System Creates and submits requisitions for any new or replacement positions that have been approved (DM - Hiring Manager or Admin?)
  • Coordinate exempt interview process

Compliance- Priority 4 - 20% of Time

  • Initiates team member statuses and paperwork (active/terminated) in Ultipro as needed
  • Reinforce policy and direct exceptions to appropriate leaders
  • Receives and reviews all LOA applications for their area to determine whether request qualifies for approval
  • Prepare LOA paperwork and initiate application process for new requests Initiate short term disability application and work with carrier through approval process
  • Manages the ADA process, including interactive process within assigned area and documents actions and outcomes
  • Coach/ serve as a point of reference for managers on proper completion of paperwork (term checklist, level training, status change form, new hire paperwork)
  • Participates in response to EEOC / PHRC complaints

Team CFG- Priority 5 - 20% of Time

  • Reinforce the core competencies, key expectations, and core values in assigned area
  • Participates in strategy development in associated areas
  • Attend level 10 HR Meetings Attend weekly staff meetings
  • Participate in community efforts. Address identified issues and opportunities to implement best practices
  • Participate in personal growth opportunities.
  • Participate in cross functional task forces as available.
  • Train and coordinate cross-functional groups as needed.
  • Lead and participate in appropriate generalist training meetings
  • Make recommendations for improvements on HR processes


  • 3 - 5 years of high volume HR experience
  • Knowledge of state and federal labor/ employment law
  • Knowledge of HR systems including performance management, employment, employee relations or organizational development
  • Ability to demonstrate sound judgment and effective communication skills (written and verbal)
  • Ability to develop professional relationships and credibility with line management
  • Ability to demonstrate effective influencing skills

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