Human Resources Business & Engagement Partner

About Our Company :

At Yes& Companies, we are a hospitality and lifestyle company that inspires lasting togetherness’ through our brands, companies, and products.

We wake up every day to inspire togetherness through connecting, sharing and discovery. Life is better together. We’re better together.

We’re a multi generation company founded by a family, whose big picture begins with you. Work at a place filled with genuine people, leaders who care and an opportunity to make a difference without needing permission to lead.

Join in on the fun.

ROLE

The Human Resources Business Partner acts as a liaison and strategic business partner to leadership by providing consultative and hands on support to align the business strategy with people strategy to achieve the organization’s design and business goals.

The Human Resources Business Partner will administer policies and programs for the departments they partner with in the following areas : recruitment, change management, employment law, employee relations, labor law, labor relations, organizational development, salary administration, performance management, data analytics and various other HR-related programs / initiatives.

In this role, you will be the primary point of contact for a group of leaders / departments within the company, and will partner with these leaders by :

• Being a subject matter expert of Company’s Recruitment Strategy : include monitoring recruitment procedures, from sourcing to hiring, building a strong employer brand to source qualified employees and achieve business goals.
• Ensuring compliance in all areas of HR and of the employee life-cyle : Hiring, Training, Employee Relations, Leave Management, Succession Planning, Managing Employee Performance and Off-Boarding.

CORE COMPETENCIES : Engagement :

Engagement :

Events and Programming for HR, Recruiting, and Learning and Development

• Plans, directs and administers various human resource programs.
• Coordination of employee activities and events, as well as any support needed during the activities or events for the family of companies, including Yes& Cares, our corporate giving program.
• Ensures required staff and materials are available and prepared for events or activities.
• Ensures recreation funds are used effectively and efficiently for the improvement of company morale and the development of employee relationships.
• Evaluates the success of each activity, event, or outing and identifies opportunities for improvement in the future
• Adheres to timelines and due dates diligently as assigned
• Coordinates with other department & stakeholders, including but not limited to SVP of HR and L&D, Benefits, Learning & Development, Marketing, Project Management, etc.
• Develops and distributes internal communications regarding assigned events
• Develops and maintains accounting records for assigned programs, events, activities, and outings (off-site events included)
• Prepare presentation materials and events calendar to present to SVP of HR & L&D
• Constant contact with executives, department management and employees
• Organizes and administers company’s service award program and coordinates award presentations and celebrations
• Identifies, develops and maintains relationships with vendors used in events, activities, outings, and discount programs for employees
• Documents outcomes of employee events and creates event summary for future use
• Communicates effectively with individuals / teams via a variety of methods including face-to-face, on-line, and display space to promote activities, events and programs
• Develops relationships with community partners and coordinates fundraising efforts for various community agencies
• Researches and purchases cost-effective merchandise for events and programs to meet budget targets. Partners with stakeholders, SVP of HR and L&D and Legal to negotiate contracts and purchase orders
• Involved in the Company’s overall culture strategy and employee engagement.
• Book airfare and hotel accommodations as needed for employee recognition program.
• Consistent exercise of independent judgment and discretion in matters of significance within areas of authority

Recruitment :

• Establishes recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs.
• Leads recruiting initiatives, focusing on three key metrics : quality of hire, time to fill and cost per hire.
• Sourcing candidates through networking, job boards, employee referrals, social media and active applicants
• Builds applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites;

providing organization information, opportunities, and benefits; making presentations; maintaining rapport.

• Determines applicant requirements by studying job description and job qualifications.
• Attracts applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites.
• Determines applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.
• Coordinates interviews
• Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
• Improves organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices;

emphasizing benefits and perks.

• Avoids legal challenges by understanding current legislation; enforcing regulations with managers; recommending new procedures; conducting training.
• Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks;

participating in professional organizations.

• Accomplishes human resources and organization mission by completing related results as needed.
• Designs, develops and maintain the recruitment process in the organization (including its description, recruitment measurement definitions, regular measurement reporting, taking proper actions to close gaps)
• Designs the selection matrix for choosing the optimum recruitment channel and recruitment source
• Explores the market best practices in the recruitment and staffing and implement appropriate best practices in the organization
• Builds a quality relationship with the internal customers and external recruitment agencies
• Monitors and constantly reduces the costs of the recruitment process
• Sets the social media communication strategy for different job profiles and functions in the organization
• Monitors the labor legislation and implements required changes to keep the process compliant
• Acts as a single point of contact for managers / supervisors regarding recruitment topics.
• Managing job requisitions utilizing ATS (applicant tracking system).

Employee Relations :

• Expand business partnership by assisting leaders in handling sensitive employee matters.
• Promote company mission, vision and values; contributing to the organization’s business goals and objectives.
• Conduct employee investigations, document investigation reports, and make discipline recommendations in consultation with HR leadership.
• Draft responses to EEOC complaints in partnership with HR leadership and Counsel.
• Maintain accurate record keeping of employee files.
• Advise operators on the proper procedures for handling of employee-related matters to include discipline and performance improvement plans.
• Respond to subpoenas with the support of HR Leadership and Legal.
• Responding to and managing unemployment claims in a timely fashion.

HRIS :

• Administrator and Subject Matter Expert of company’s HRIS systems : Talent Management, HR system, and Benefits.
• Maintains HRIS system records and create reports from the database.
• Audit data of all HR systems to ensure accuracy.
• Responsible for studying systems data and reporting on trends, developments, and opportunities company-wide.
• Conduct research and recommendations to HR leadership for the annual wage survey analysis.
• Accurate data-entry into HRIS systems.
• Process and approve employee changes in HRIS system, to include : Processing and maintaining accurate HR related records (electronic and hard file) to ensure compliance.

Processing and record retention includes, but is not limited to : Status / Position / Pay Rate / Term changes and tracking of Leave of Absence / Disciplines / Licenses / Workers Comp and all other records relating to HR department and the life-cycle of employee.

Requirements

• Minimum of three years of experience in Human Resources.
• Demonstrated experience in employee relations including investigation techniques and conflict resolution.
• Excellent critical thinking skills : ability to define problems, collect data, establish facts and draw valid conclusions.
• Demonstrated experience in leave absence management to include knowledge of processes and requirements based on local, state, and federal law.
• Intermediate or higher skill level with Microsoft Office and HRIS.
• Ability to work independently on a broad variety of projects.
• Excellent communication skills oral and written; able to communicate effectively with all levels within the organization.
• Strong presentation skills; advanced writing, reading and arithmetic skills.
• Able to exercise effective judgement, sensitivity, creativity to changing needs and situations.
• Able to establish and maintain healthy working relationships with people in course of work at all levels of the organization.
• Effective time management skills with the ability to prioritize multiple projects.
• Excellent customer service skills.
• Bilingual (Spanish / English) preferred

EEO / Drug Free Workplace