As the Human Resources Business Partner (HRBP), you will be a key player in aligning our human resources initiatives with the Center's objectives and goals. The HRBP will have an emphasis in recruiting, onboarding, and will play a key role in shaping the Center's talent strategy. You will collaborate with leadership across various departments, providing HR guidance and support to ensure that our workforce remains skilled, engaged, and aligned with the Center's mission and vision. Your primary responsibility will be to lead the full cycle recruitment process, from sourcing and screening candidates to assisting with job offers. Additionally, you will work on various HR initiatives to enhance the overall human resource function.

Education, Training and Experience (including licensure and certification)

Bachelor's degree in human resources, business, or related field preferred. Two years' experience in human resources or related field required.

REGISTRATION, CERTIFICATION, LICENSURE OR OTHER QUALIFICATIONS:

• Possession of a valid driver's license and current automobile insurance.

• Individuals with an out of state driver's license must be able to obtain a driver's license in the state of Texas within 90 days.

• HR certification (e.g., PHR, SHRM-CP) is desirable.

Knowledge, Skills, and Abilities

• Knowledge of the principles and practices of human resources management such as employment, compensation, classification, employee relations, benefits, workers' compensation, or organizational development; and of federal, state, and local laws and regulations governing personnel activities. Proficient reading, writing, grammar, and mathematics skills in the English Language; interpersonal relations and communicative skills.
• Skill in oral and written communication, in conducting interviews, in using computers and human resources related software applications, and in handling multiple tasks and prioritizing. Skills and ability to operate common office equipment, personal computer with advanced word processing, spreadsheet, data entry, and database management.
• Proven experience with full-cycle recruitment, with a strong emphasis on sourcing and selection.
• Must have the ability to explain policies and procedures to staff and the public, train others, maintain confidential and sensitive information, develop, and analyze human resource processes, establish, and maintain effective working relationships with applicants, employees, and the public and to communicate effectively. Very high attentiveness to details and accuracy of information processing. Ability to proofread. Ability to learn new or revised regulations.
• Ability to be courteous and tactful when dealing with difficult people. High sense of responsibility & ability to work effectively both independently and within a team. Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Daily activities include frequent interruptions. Regular and punctual attendance is required.
• Understanding and practice of Trauma Informed Care (TIC) principles.

Essential Duties

Below is a list of essential duties of the position. Other duties may be assigned as needed.

1. Maintaining Day to Day Operations and Being a Team Player

• Provides General Human Resources support to all departments, in person, via email and via phone.
• Main HR line is answered during working hours by HR staff.
• All emails and voicemails are returned within one (1) business day or escalated to the appropriate supervisor.
• Even in tough situations phone calls, emails and other verbal and written communication are always handled with the utmost professionalism.
• Able to serve as back-up to other Human Resource Generalists during times of absence.

2. Recruitment

• Develop and implement recruitment strategies to attract and retain talent.
• Manage the end-to-end recruitment process, including job postings, candidate sourcing, and selection.
• Assist management with job descriptions and ensuring they align with contract and governing agency requirements.
• Build and maintain relationships with external recruiting agencies, job boards, local universities, local colleges, and the Texas Workforce Commission (TWC).
• Conduct regular reviews of interview questions provided by managers.

3. Business Partnership

• Collaborate with department supervisors and directors to understand their staffing needs.
• Provide HR expertise and guidance to support the achievement of departmental objectives.
• Help leaders identify talent gaps and develop plans to address challenges and support successes.
• Work with the Chief HR Officer to ensure recruiting efforts align with the Center's mission, values, and strategic plan.
• Review all staff surveys and provide guidance and solutions in alignment with the Center's mission and values.
• Analyze HR metrics including but not limited to, headcount, turnover, compensation, employee engagement, talent acquisition, learning, workforce planning and development, productivity and effectiveness of supervisors.

4. Onboarding and Orientation

• Responsible for managing the end-to-end process of onboarding new applicants, guiding them seamlessly through the transition to new employee orientation.
• Assist the Learning & Development Department with New Employee Orientation, paperwork, training, and integration into the Center's culture.

5. Employee Relations

• Assist in managing employee relations issues.
• Offer guidance, conflict resolution, and coaching to resolve workplace conflicts effectively.

6. HR Initiatives

• Participate in the development and implementation of HR policies and procedures.
• Work with the Learning & Development Department in the creation of training and development programs.
• Support performance management and appraisal processes.