HR Business Partner 2 (Part-Time) at Stride, Inc. in Columbus, Ohio

Job Description:

Job Description



Over 20 years ago, Stride was founded to provide personalized learning - powered by technology. We reached students where they were in their own journeys. We knocked down their barriers to great education. And we gave every learner equal opportunity to succeed - however they defined success. Stride innovated the learning experience with online and blended learning that prepared them for their lives ahead.


Stride is a community of passionate leaders. Whether teachers, engineers, curriculum writers, or financial managers - whatever your expertise or role, we all work to empower futures through learning. And changing the trajectory of learning itself is one of our greatest missions. Join us in developing more effective ways to learn and helping learners build the skills and confidence they need to make their way forward in life.


Stride is looking for an accomplished thought leader to drive highly creative organic marketing campaigns to drive awareness. This role is at the forefront of media trends, is customer-obsessed, and has a track record for driving business results. This leader will own the ideation, planning, and execution of social media and content strategies to drive engagement, acquisition and retention.


The Human Resources (HR) Business Partner, Level 2, supports assigned client groups by acting as a business partner demonstrating expertise in interpreting and administering policies and procedures covering multiple functional areas such as employee relations, performance management, terminations, new hire orientations, leave of absence administration, benefits administration, etc. The position assists with the communication, and implementation of organizational policies, ensuring that they comply with local, state, and federal labor laws. The position leads and/or supports special projects impacting the larger organization, and drives continuous process improvements.



Essential Functions
:Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.

• Partners with employees and management in the assigned client groups to provide guidance and counsel that drives performance improvement;


• Acts as a resource for a wide range of employee issues, responding directly when possible, and redirecting or escalating as necessary; Manages and resolves employee relations issues by conducting effective, thorough and objective investigations;


• Advocates for and counsels employees and management; Coaches clients on productive, professional communication - written and oral - that effectively and proactively addresses employee relations issues broadly defined; Consults on action plans and follows through;


• Supports and coaches client managers and leaders to ensure all aspects of the employee life cycle are met, e.g. conflict resolution, coaching and performance management, strategic hiring, reorganizations, work redesign, team building, talent reviews and succession planning, problem solving, and meeting facilitation;


• Provides guidance and support and ensures timely and accurate completion of formal performance management and merit increase processes;


• Maintains 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.


• Ensures all HR administration activities are carried out accurately and effectively, e.g. coordinates the termination process, conducts exit interviews, analyzes data and makes recommendations to the management team for corrective action and continuous improvement; processes unemployment claims on a timely basis, represents the company for any unemployment claims.;


• Facilitates and/or provides training (including orientation) to the workforce;


• Partners with other HR staff in ensuring effective internal communications, application and compliance of policies/practices, operations business support, and overall HR process improvements;


• Leads and/or supports special projects that support the business and help drive process improvements and establish best practices;


• Maintains sensitive documentation for employees and applicants in conjunction with other HR staff;


• Ensures compliance with State and Federal laws and regulations; Reviews and keeps informed about recent and changing employment related laws, guidelines and trends and recommends changes in policy/procedures; Ensures compliance with labor law postings, compliance logs, etc. including at remote office locations and for virtual workforce.


• Partners with other HR staff members to cross train as necessary and build a cohesive team;


• Participates in regular meetings with respective customers/clients.

Supervisory Responsibilities:This position has no supervisory responsibilities.



Minimum Required Qualifications
:

• Bachelor's degree in Human Resources or related field of study AND


• Five (5) years human resources generalist experience AND


• Three (3) years progressive HR Business Partner experience OR


• Equivalent combination of education and experience

Certificates and Licenses: None required.



OTHER REQUIRED QUALIFICATIONS:

• Demonstrates flexible leadership and proactive problem solving


• Highly skilled at goal setting, coaching, performance evaluation active listening feedback


• Ability to plan, organize and prioritize multiple tasks/projects; ability to influence and negotiate


• Ability to take initiative, be innovative and work effectively in a variety of settings


• Knowledge of current State and Federal Wage, Employment Laws and HR policies and procedures


• Excellent written and verbal communication skills


• Ability to maintain strict confidentiality, to manage the administrative processes of an HR department, and to identify problems requiring escalation


• Excellent interpersonal skills, with the ability to communicate sensitive and confidential matters effectively to all levels


• Must be able to work some evenings/weekends required if business needs dictate


• Proficient in Microsoft Outlook, Word, Excel; Familiarity with Microsoft PowerPoint; Basic proficiency with UltiPro or other Human Resource Information Systems (HRIS); Web proficiency


• Ability to travel up to 15% of the time to client sites, for meetings, etc.


• Ability to pass required background check

DESIRED Qualifications
:

• Professional in Human Resources (PHR), or Senior PHR (SPHR) certification


• Experience in education or curriculum development organizations

Work Environment
:The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• This is a remote position located in Ohio.


• This is Ohio based role.


• 
  Compensation & Benefits: Stride, Inc. considers a person's education, experience, and qualifications, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value when determining a new employee's salary level. Salaries will differ based on these factors, the position's level and expected contribution, and the employee's benefits elections. Offers will typically be in the bottom half of the range.
  
  


• We anticipate the salary range to be $22,758.38 to $49,078.20. The upper end of this range is not likely to be offered, as an individual's compensation can vary based on several factors. These factors include, but are not limited to, geographic location, experience, training, education, and local market conditions. Eligible employees may receive a bonus. Stride offers a robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off.
  
  

The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor.
All employment is "at-will" as governed by the law of the state where the employee works. It is further understood that the "at-will" nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.



Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities


The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)



Job Type

Regular



The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is "at-will" as governed by the law of the state where the employee works. It is further understood that the "at-will" nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.



Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.



Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities



The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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