Human Resources Business Partner at The Children's Museum of Indianapolis in Indianapolis, Indiana

Job Description:

OVERVIEW:

The Human Resources Business Partner (HRBP) plays an important role in executing HR strategies that align with and support the achievement of strategic and annual department plans for The Children’s Museum of Indianapolis. The incumbent provides guidance to support result-driven actions and solutions that foster a diverse, high performing, inclusive and engaged workforce. The HRBP is responsible for various human resources functions including talent acquisition, total rewards, performance management, employee relations, wellness, growth and development, and employee engagement. They build partnerships across the organization to provide value-added services to employees, aligning with the organization’s mission and business objectives.

The Children’s Museum is fiercely devoted to our Diversity, Equity, Accessibility, and Inclusion (DEAI) efforts. Together we are building and sustaining an inclusive culture that encourages, supports, and celebrates differences. 

REPORTS TO: Director of Human Resources

ESSENTIAL RESPONSIBILITIES:

1. Works in concert with designated division/department managers and staff to build strong relationships and provide HR support and guidance. Provides proactive HR procedure and policy counsel. Contributes insights and suggestions to improve structures, processes, and workforce effectiveness. Ensures update-to-date standard operating procedures (SOPs) for HR process are maintained.


2. Works closely with hiring managers to proactively develop and execute appropriate recruiting strategies and understand staffing issues relative to timing, seasonality of hiring, job requirements, staffing configurations and/or position levels, and future staffing needs.


3. Manages open-to-close and onboarding activities, ensuring consistent and equitable practices are adhered to. Maintains proficiency with UKG and awareness of the museum’s organizational structure, job analysis and evaluation processes, systems, and compensation philosophy and practices.


4. Provides counsel to managers and staff on employee relations issues and disciplinary action, escalating as needed, ensuring alignment with museum policy, values, procedures and legal requirements. Facilitates objective equitable resolutions.


5. Administers various aspects of total rewards programs for designated divisions/departments including but not limited to leaves of absence, benefits open enrollment, health & retirement benefits, accommodations, FMLA, ADA, unemployment claims, PTO, disability, workplace injury and worker’s compensation claims processing and tracking.


6. Works closely with HR and payroll colleagues to ensure accurate employee information and audits for record keeping and biweekly payroll. Ensures compliance, accuracy, and timely employee benefits record-keeping including enrollments, changes, deductions, and processing.


7. Provides performance management guidance (e.g., coaching, counseling, career development, disciplinary actions) that helps staff members achieve individual, department and organizational goals.


8. Consults colleagues and department leaders on human resource-related issues, suggests new HR strategies, and provides HR guidance when appropriate. Evaluates and anticipates department level HR-related needs and communicates needs with director and vice president.


9. Works closely with HR colleagues and hiring managers to build and maintain interview question databases including position-specific, unbiased behavioral-based question sets and other vehicles to ensure that sourcing and placement efforts are aligned with DEAI best practices.


10. Partners with colleagues in HR and training/professional development to suggest development opportunities and programs that build critical skills across teams, including individual contributors and department leadership.


11. Supports organizational change management efforts, including team realignments/ restructures and workforce planning initiatives. Works to foster employee engagement, maintain productive work relationships, build morale, and support efficiency and productivity.


12. Maintains and analyzes trends and metrics in partnership with HR director. Provides support to staff and managers while ensuring compliance with employment/labor law and regulatory requirements.

 REQUIREMENTS:

1. A bachelor’s degree in HR, business or related field is preferred.


2. Four (4) years of experience in HR preferably in a generalist role with working knowledge of multiple human resource disciplines including HR coaching and consulting, benefits/ total rewards, talent acquisition, employee relations, DEAI, performance management, employee engagement and federal and state respective employment laws.


3. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred.


4. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.


5. Demonstrated proficiency with Microsoft Office and HRIS software. Working knowledge of UKG, preferred.


6. Proven analytical skills as well as competency in prioritizing, organizing projects, and multi-tasking. Must exhibit a mature and professional demeanor both in presentation and actions.


7. Must place a high value on diversity, accessibility and inclusivity and a strong belief in the benefits of all. Requires prior exposure to working in a fast-paced and diverse environment.


8. Demands respect for confidentiality, excellent analytical skills along with exceptional customer service attitude.


9. Must have the ability to quickly learn the organization, industry and system, and relevant metrics and data. Must be able to build trust, be creative, passionate, and be a good communicator.


10. Commitment to continuous improvement.


11. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, and HR practices.


12. Excellent time management skills with a proven ability to meet deadlines and provide timely responses to staff.

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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