HR Business Partner

HR Business Partner

Central City Concern is an innovative nonprofit agency providing comprehensive services to single adults and families in the Portland metro area who are impacted by homelessness, poverty and addictions. We hire people that are skilled and passionate to meet our mission to end homelessness through outcome-based strategies which support personal and community transformation.

The HR Business Partner (HRBP) is both a strategic and hands-on role responsible for aligning business objectives with employees and management in designated business units. The position fosters partnerships across the HR Centers of Excellence (COE) to drive and deliver value-added service to management and employees that reflect the business objectives of the organization. The HRBP maintains thorough knowledge of assigned department operations, funding structure, financial position, legal and regulatory landscape, workforce challenges, and workplace culture to provide effective guidance for decisions and processes that utilize current and innovative strategies.

Schedule : Onsite- M-F 8-5

Salary : $91,624 - $119,121

Location : Minnesota Building (338 NW 5th Ave, Portland, OR 97209)

Essential Duties and Responsibilities :

• Act as a single point of contact for the employees and managers in assigned departments. Ensure high-quality, consistent, and legally compliant HR support by resolving inquiries or directing to the appropriate HR COE. This requires onsite presence and regular travel to various CCC locations with consistent office hours at these sites.
• Conducts weekly meetings with respective business units.
• Partners closely with business unit management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR COE to develop solutions, programs and policies.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed / required.
• Provides HR policy guidance and interpretation.
• Partners with Compensation and Compliance departments to ensure job descriptions are current and accurate.
• Partners with Management and HR COE on business unit restructures, workforce planning and succession planning.
• Identifies training needs for business units and individual executive coaching needs.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Provide day-to-day performance management guidance to members of management (coaching, counseling, career development, Individual Development Plans (IDP).
• Communicate effectively with HR COE to ensure consistent application of CCC policies and collective bargaining agreements across the agency.
• Build thorough knowledge of assigned department operations, funding structure, legal and regulatory landscape, workforce challenges, and culture to provide effective guidance to management decisions and processes.
• Maintain current knowledge of innovative and evidence-based management and human resource practices and make recommendations for improvement at the department and agency levels.
• Work closely with management and employees to improve work relationships, build morale, increase productivity, and increase retention.
• Analyze trends and metrics in partnership with the HR COE to develop solutions, programs, and policies.
• Communicate changes in agency personnel policies and procedures with assigned department staff and ensure proper compliance is followed.
• Work proactively with department management to anticipate workforce needs, perform job analysis, and develop appropriate job descriptions consistent with agency guidelines.
• Actively support communication and positive professional relationships within the assigned departments and across the agency.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations maintaining thorough documentation of all investigations and actions.
• Performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Provide mediation to staff experiencing workplace conflict.
• Facilitate regular internal trainings and team building events for CCC staff and management.
• Act as a positive, collaborative, and solution-focused member of the HR team.
• Cross-train and provide back up to other areas of HR when needed.
• Assist in improving all HR processes through recommendations, research, and implementation.
• Adhere to all state and federal privacy regulations, including HIPAA and 42 CFR Part 2, and to CCC policies and agreements regarding confidentiality, privacy, and security. Support compliance with all privacy and security requirements pursuant to community partners' and outside providers' patient confidentiality agreements, including privacy and security requirements for EMR access. This includes immediately reporting any breach of protected health information or personal identification information of any person receiving CCC services by CCC or an outside provider to the CCC Compliance Department, as well as to your supervisor or their designee.
• Perform other duties as assigned.

Skills and Abilities :

Minimum Qualifications :

Benefits at Central City Concern offered to our employees!

Central City Concern offers incredible benefits to our employees. We offer an extensive total rewards package to include base wages, medical, dental, vision, and voluntary plans. Central City Concern also takes employees' financial wellness into consideration and provides a rich retirement match.