To be successful in this role, you:

• Have a bachelor’s degree in a related field or an equivalent combination of education and highly relevant experience (required)
• Have a minimum of two (2) years’ experience progressively responsible experience as an HR Business Partner, HR Generalist, or equivalent (required)
• Have knowledge and proficiency in Microsoft Office Products
• Preferred: HR Certificate/Program, Certification as a Professional in Human Resources (PHR), Certified Professional in Human Resources (SHRM-CP)

Essential functions and Roles and Responsibilities:

• Provide HR expertise regarding talent acquisition, retention and workforce planning to ensure client operational needs are met with appropriate staffing levels.
• Participates in onboarding of new CHPW employees as requested.
• Ensure all new supervisors and managers receive the required management onboarding.
• Works collaboratively with HR Business Partner colleagues to ensure consistency with employment decisions, policy interpretation and administration of employee programs and practices.
• Draft and/or update policies and procedures as requested.
• Provide HRIS support to ensure employee changes are entered accurately and timely into the technology.
• Ensure client groups adhere to policies and assist with guidance and interpretation.
• Provides support and education to client groups regarding FLSA compliance, compensation philosophy and salary administration.
• Advises managers and employees regarding rights and accountabilities for leaves of absence, requests for reasonable accommodation, work restrictions, and return to work requirements.
• Ensures fair and equitable approach when interpreting and administering company policies and procedures.
• Ensures compliance with state, Federal, and local regulations.
• Provides advance and counsel to managers regarding employee engagement, employee relations, professional development, and retention.
• Coach management regarding employee relations processes, techniques, and compliance with company policies and procedures.
• Collaborating with business partners, HR and the Equity team to integrate DEI into all aspects of the organization.
• Employees are expected to report to work as scheduled, participate in all assigned meetings, and meet established performance and accountability standards.
• Other duties as assigned. Essential functions listed are not necessarily exhaustive and may be revised by the employer, at its sole discretion

Knowledge, Skills, and Abilities:

• Expertise in two (2) or more functional areas of HR, including but not limited to Employee Relations, Talent Acquisition, Administration, or Employment Law.
• Ability to identify and resolve complex employee relations issues.
• Ability to build relationships across all levels of the organization.
• In-depth knowledge of employment laws and regulations.
• Ability to take initiative and work independently.
• Excellent oral and written communication skills.
• Attention to detail, project management, and organizational and planning skills.
• Able to work well with others in a collaborative and respectful manner.
• Ability to maintain a professional demeanor and confidentiality.

As part of our hiring process, the following criteria must be met:

• Complete and successfully pass a criminal background check.

Criminal History: includes review of criminal convictions and probation. CHPW does not automatically or categorically exclude persons with a criminal background from employment. The applicant’s criminal history will be reviewed on a case-by-case basis considering the risk to the business, members, and/employees.

• Has not been sanctioned or excluded from participation in federal or state healthcare programs by a federal or state law enforcement, regulatory, or licensing agency.
• Vaccination requirement (CHPW offers a process for medical or religious exemptions)
• Candidates whose disabilities make them unable to meet these requirements are considered fully qualified if they can perform the essential functions of the job with reasonable accommodation.

Compensation and Benefits:

The position is FLSA Exempt and is not eligible for overtime. Based on market data, this position grade is 66E and has a 10% annual incentive target based on company, department, and individual performance goals.

CHPW offers the following benefits for Full and Part-time employees and their dependents:

• Medical, Prescription, Dental, and Vision
• Telehealth app
• Flexible Spending Accounts, Health Savings Accounts
• Basic Life AD&D, Short and Long-Term Disability
• Voluntary Life, Critical Care, and Long-Term Care Insurance
• 401(k) Retirement and generous employer match
• Employee Assistance Program and Mental Fitness app
• Financial Coaching, Identity Theft Protection
• Time off including PTO accrual starting at 17 days per year.
• 40 hours Community Service volunteer time
• 10 standard holidays, 2 floating holidays
• Compassion time off, jury duty pay.

Sensory/Physical/Mental Requirements:

Sensory:

• Speaking, hearing, near vision, far vision, depth perception, peripheral vision, touch, smell, and balance.

Physical:

• Extended periods of sitting, computer use, talking and possibly standing.
• Simple grasp, firm grasp, fine manipulation, pinch, finger dexterity, supination/pronation, wrist flexion.

Mental:

• Ability to learn and prioritize multiple tasks at a given time and have the capability of handling demanding situations. Analytical/problem solving/critical thinking ability.

Work Environment:

Office environment Employees who frequently work in front of computer monitors are at risk for environmental exposure to low-grade radiation.

• Candidates whose disabilities make them unable to meet these requirements are considered fully qualified if they can perform the essential functions of the job with reasonable accommodation.

*The above is intended to describe the general content of and the requirements for satisfactory performance in this position. It is not to be construed as an exhaustive statement of the duties, responsibilities, or requirements of this position. Job descriptions may be updated or changed to reflect business needs.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)