The Human Resources Business Partner sets the tone for the entire human resources department. From employee relations to payroll to compliance issues, the HR department helps ensure that an organization runs smoothly, and the Human Resources Business Partner is at the helm. The Human Resources Business Partner originates and leads Human Resources practices and objectives that will provide an employee-oriented; high-performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and the recruitment and ongoing development of a superior workforce at Willamette Valley Bank
Key Responsibilities and Accountabilities:
Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
Administers and/or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; affirmative action plan and training and development.
Provides support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
Analyzes market shifts in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
Creates learning and development programs and initiatives that provide internal development opportunities for employees.
Conducts research and analysis of organizational movements including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system.
Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
Support current and future business needs through the development, engagement, motivation, and preservation of human capital.
Supports payroll processes
Provide decision support through HR Metrics
Supervisory Responsibilities: Oversees Human Resources Department.
Knowledge, Skills, and Abilities:
To perform this job satisfactorily, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skill and/or ability, and environmental conditions required.
Excellent verbal and written communication.
Excellent interpersonal and negotiation skills.
Excellent organizational skills and attention to detail.
Excellent time management skills with proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Strong supervisory and leadership skills.
Ability to adapt to the needs of the organization and employees.
Ability to prioritize tasks and to delegate them when appropriate.
Thorough knowledge of employment-related laws and regulations.
Proficient with Microsoft Office Suite or related software.
Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.
Education and Experience:
Bachelor’s degree in human resources, business administration, or related field required
PHR or SHRM-CP highly preferred.
Experience with Paycom systems is strongly desired
Experience and knowledge of payroll processing is preferred.
Mental and Physical Effort:
Decision making involves important choices in applying rules, regulations, policies and procedures to the work that needs to be made without regular supervision or approval.
Lifting equipment or files of 1-10 pounds on a regular basis, lifting equipment or boxes of 10-25 pounds on an occasion. Sits or stands for long periods of time working at a computer and typing. Uses hands to handle controls or feel objects, tools or controls. Audio/Visual: Ability to accurately interpret sounds and associated meanings at a volume consistent with interpersonal conversation. Regularly required to accurately perceive, distinguish and interpret information received visually and through audio; e.g., words, numbers and other data broadcasted aloud/viewed on a screen, as well as print and other media.
Working Conditions:
Works in an office environment or home office with minimal workplace hazards and low to moderate levels of noise. Works during the day and during the week. Some positions may require overtime and working evenings or weekends. Occasional travel to other work sites, conferences, training or meetings may be required.
