Human Resources Business Partner

Status: Part-Time
Division/Department: Human Resources
Reports to: Director of HR

Job Description:
The Human Resources Business Partner (HRBP) collaborates with all company groups to align HR initiatives to the business strategy.  This position assists in designing, developing, and implementing initiatives that support the business plan in order to achieve positive results.  The HRBP provides high-level support in all functional areas of HR management, including recruitment, benefits administration, personnel records, employee relations, job evaluation, compensation management, and organizational development and training.  Aligned with HR general standards and practices, the incumbent maintains complete confidentiality in all matters. This individual reflects professional standards in performing all tasks and representing Verus to staff, vendors, clients, and visitors both on-site and at remote locations. The HRBP is knowledgeable in all commonly used concepts, practices, and procedures within the field of Human Resources. The incumbent must display initiative and proactively identify issues, in addition to offering effective solutions to problems.  The HRBP will respond to all employee questions and needs on a timely basis.

Knowledge and Skill Requirements

  1. Five to ten years of progressive Human Resource experience in the areas of performance management, employment, employee relations, talent management, compensation, training and development, employment regulations and compliance, and HR program implementation.
  1. BS/BA degree in Human Resources, Business Administration or related field or equivalent combination of education and experience.
  2. Problem Solving – identifies and resolves problems in a timely manner and gathers and analyzes information skillfully.
  3. Interpersonal skills – maintains confidentiality, remains open to others’ ideas and exhibits willingness to try new things.
  4. Oral communication – speaks clearly and persuasively in positive or negative situations.
  5. Written communication – edits work for spelling and grammar, presents numerical data effectively and can read and interpret written information.
  6. Planning/organizing – prioritizes and plans work activities, uses time efficiently and develops realistic action plans.
  7. Quality control – demonstrates accuracy and thoroughness, and monitors own work to ensure quality.
  8. Adaptability – adapts to changes in the work environment, manages competing demands and can deal with frequent change, delays or unexpected events.
  9. Dependability – is consistently at work and on time, follows instructions, responds to management direction and solicits feedback to improve performance.

Primary Responsibilities

  1. Manage and perform all functions associated with hiring and on-boarding of new employees, including but not limited to, create job descriptions, research salary benchmarking data, complete internal and external postings, schedule interviews, interact with outside vendors (recruiters), manage candidate applications and other pertinent paperwork, facilitate interview process, arrange background checks, set-up computer for assessment testing, process new hire paperwork, verify I-9 documentation, update/maintain new hire orientation materials.
  2. Initiate and drive performance management functions, including but not limited to, coordination of process with managers and supervisors, tracking of appraisal ratings, and maintenance of forms.
  3. Proactively coordinate all HR-related events and functions, including but not limited to, employee activities such as health fairs, holiday party, picnic, company culture-related events, and Lunch and Learn sessions.  Tasks include scheduling, active promotion of events, and identification of vendors and or sites.
  4. Support accounting and payroll as required; audit benefits-related deductions against bills and payroll, and approve timesheets.
  5. Maintain employee personnel files in compliance with federal and state requirements; update and maintain employee database.
  6. Benefits administration, including but not limited to, review and audit FMLA reports and timesheets to compare for accuracy, maintain PTO accrual balances, field employee questions.
  7. Backup receptionist as needed
  8. Other duties as assigned

Additional Requirements

  1. Strong knowledge of HR legal & regulatory framework.
  2. Collaborative and customer-focused with ability to develop strong relationships with managers.
  3. Ability to effectively partner with, and be viewed, as a trusted business partner to the organization.
  4. Demonstrates sound judgment in investigating and problem solving.
  5. Ability to respond rapidly and independently to requests, develops and implements creative solutions, and follows through to ensure resolution.
  6. Ability to listen effectively, to select and use appropriate communication methods and to effectively present ideas and information.
  7. PHR or SPHR certification preferred.
  8. Proficiency in MS Office (Excel, PowerPoint, Word) and Outlook

Working Conditions
Normal business office conditions, including working for prolonged periods of time at a computer screen. This position requires working from the physical office.
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