27 days old

Human Resources Business Partner

Norwalk Public Schools
Norwalk, Connecticut 06852
  • Job Type
    Employee
  • Job Status
    Full Time

In partnership with the Chief HR/Talent Officer the HR Business Partner will influence Norwalk Public Schools’ leadership and drives results for all human resource efforts including the planning, development, implementation and administration of policies, practices, procedures, and programs to ensure uniformity across the organization by advising and consulting with all levels of leadership and employees and/or a specific operation consisting of an employee population with high complexity.

Essential Functions
 

Builds and Implement HR Strategy and Programs 

  • Engage designated leaders to understand talent needs of the business and define/operationalize people strategies through frequent and consistent consultative meetings.
  • Focus on a thorough understanding of the business being served; tailors HR programs to advance schools’ priorities. Creates retention strategies and development plans for high potential employees.
  • Guide the assigned business group through ongoing Talent Review and Succession Planning activities designed to promote employee development, strengthen bench strength and advance organizational talent needs.
  • Develops strong relationships with the business through solid business acumen; respectfully challenges the business and offers solutions in the best interests of Norwalk Public Schools; manages conflict effectively within a matrix organization.
  • Proactively consults with management on HR topics while demonstrating a comprehensive understanding of the business; provides coaching and support to management around key people management activities (e.g., performance management, talent management, employee engagement/collaboration).
  • Partner with the leaders to analyze and prioritize the critical business challenges faced by the organization, and deploy appropriate HR interventions in collaboration with appropriate Centers of Excellence (COEs).
  • Proactive participation and collaboration in periodic strategic planning and review cycles; act as the human capital strategy architect to proactively work with COE teams to identify and deploy HR interventions to meet business requirements.
  • Proactively obtain, interpret and present metrics and analysis to business leaders to inform decisions (performance, attrition, hiring, employee engagement/sensing, and other data). 
  • Advise leaders on change management, performance issues, responding to employee or community concerns, compliance or ethics investigations, etc.
  • Provide HR observations related to departmental issues in meetings and one-on-one. Interpret talent management data for departments and work with Chief Talent Officer to develop appropriate initiatives.
  • Coach designated leaders through change management, performance management issues, etc.


Execute HR Operational Excellence and Services 

  • Serve as the single-point-of-contact contact providing human resources support and service to an assigned group of schools and/or central office departments.
  • Provide training and support to assigned staff including performance evaluation systems, professional development systems, etc.
  • Compile and monitor workforce data for assigned schools.
  • Accountable for managing off-boarding process and all exit procedures (including the exit interview process) for assigned schools.
  • Support the annual district-wide budgeting and staffing process ensuring the optimization of talent and resources.
  • Identify, and recommend operational improvements to streamline internal HR processes and to increase efficiency.
  • Work with designated leaders on workforce planning, including position control/review; aligning with budget, metrics, resourcing processes, etc.
  • Develop, deliver and/or oversee school-specific onboarding and facility orientation programs.
  • Consults with centers of excellence (e.g., Benefits, Talent Acquisition) to influence, drive, and implement district or local HR programs and initiatives; ensures HR programs for fit with the district’s objectives in a timely manner; shares data and makes recommendations to improve programs or implementation of plans.
  • Partners with business leaders to develop new roles and competencies that support the business strategy; updates or develops new job descriptions as appropriate; seeks guidance from compensation COE on appropriate job leveling and compensation.

 

Performance Management 

  • Participate in the development and guidance of performance evaluation for certified and non-certified staff.
  • Manage the annual performance evaluation process for assigned schools within established timelines.
  • Counsel leaders on staff performance evaluations, disciplinary processes and performance improvement plans, provide professional development resources to employees within assigned schools. 
  • Influence leaders to uphold all compliance standards and create an environment of compliance/excellence.
  • Implement calibration meetings and leverage performance management/program tools and processes in their assigned facility areas. Includes coaching, participating in assigning ratings, feedback sessions and developing performance improvement plans.


Compensation 

  • Support the development of compensation policies/programs and pay structures based upon internal equity and external market conditions that support the organization’s strategic goals, objectives, and values and participate in the plan design, development, and implementation of compensation programs.
  • Apply step and lane progression contractual requirements for union and non-union pay programs.
  • Audit compensation data to ensure union contractual and regulatory compliance.
  • Analyze and interpret policies, law changes, and procedures to support the development and documenting of HR/compensation procedures to ensure compliance with regulatory requirements.


Employee & Community Engagement/Labor Relations 

  • Promote and foster a healthy work environment; raise awareness of available programs to assist employees. Implement appropriate employee engagement programs, interpret and drive school’s action planning as a result of employee engagement surveys; Counsel managers and employees on situational issues; resolve employee conflicts.
  • Proactively resolve employee relation issues, HR investigations, grievances and disciplinary proceedings, and ensures Norwalk’s compliance with labor laws, union contracts, and equal employment opportunity laws, and independently carries out and administers the assigned functions and programs.
  • Counsels and advises employees on matters related to employment, career development, transfer, separation, employee benefits, and/or retirement benefits.
  • Advises and trains managers and employees on questions of union contract interpretation and compliance with labor and equal opportunity laws, including advice regarding the resolution of grievances and Unfair Labor Practice complaints with the guidance of the Assistant Chief of Talent and Labor Relations
  • Provide coaching and assistance to administration and building leaders in the appropriate resolution of grievances to ensure consistent and fair treatment of all employees and the district
  • Assist in the continued improvement of labor relation practices and strategies.
  • Support employee relations, ethics, or compliance investigations (initial interviews & fact gathering); maintain tracking for issues/concerns and handle inquiries from employees or managers.
  • Advise designated leaders on performance counseling and discipline procedures; consult on suspension or termination of employment actions; Manages job elimination and termination processes.


Project Management 

  • May lead intra-departmental or organization-wide projects to develop employee best practices and propose new/modified policies and practices in workforce planning, change management, employee relations/engagement, performance management, employee/leadership development, and/or employee recognition.
  • Support talent leadership on additional ad hoc projects as necessary.

Requirements

Required Knowledge, Skills, and Abilities 

  • Exhibits comprehensive knowledge of and skill in the interpretation of labor laws, union contracts, EEO and civil rights laws, including without limitation, Title VII of the Civil Rights Act, the Americans with Disabilities Amendments Act, Section 504, the Rehabilitation Acts of 1973, the Age Discrimination in Employment Act of 1967, Title IX of the 1972 Education Amendments and FMLA laws and regulations
  • HR Information Systems including applicant tracking, performance management


SKILLS: 

  • Establish and maintain effective relationships with the clients to gain their trust and respect
  • Must be able to drive continuous improvement and lean activities to improve organizational effectiveness
  • Experience running and analyzing HR reports
  • Experience with multiple clients, dealing with a broad range of HR-related functions
  • Strong project management and organizational skills, bias for action and results orientation
  • Excellent presentation and facilitation skills
  • Strong problem solving and conflict resolution skills
  • Strong interpersonal savvy and composure especially in critical events
  • Excellent communication and interpersonal skills required with strong customer service orientation
  • Demonstrated proficiency with Microsoft Word, PowerPoint and Excel
  • Effective, active listening skills
  • Organizational and problem solving skills
  • Good public relations skill



ABILITY: 

  • Ability to think strategically and to understand underlying business and organizational issues.
  • Travel to multiple locations
  • Must be able to deal with ambiguity and cope with change
  • Proven ability to manage a wide variety of HR programs, change management and roll-out of HR initiatives
  • Proven ability to build effective partnerships with leadership teams and employees
  • Proven ability to change the business through creative problem-resolution, policy creation or lean efforts
  • Has the ability to perform complex analytics, identify trend analyses and interpret data, driving business recommendations
  • Ability to communicate ideas and directives clearly and effectively both orally and in writing

 Qualifications 

  • Bachelor’s degree in Human Resources, Business Management or other related discipline
  • 8 – 10 years related Human Resources Experience
  • Fluency in Spanish is an asset
  • Such alternatives to the above qualifications as the Superintendent and/or Board of Education may find appropriate

 

Categories

Posted: 2019-10-18 Expires: 2019-11-17

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Human Resources Business Partner

Norwalk Public Schools
Norwalk, Connecticut 06852

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