HR Business Partner - HR Analytics
3 days left
- Full Time
The National Governors Association (NGA) seeks an experienced professional to join us as a HR Business Partner. NGA is the bipartisan organization of the nation's governors. Through NGA, governors share best practices, speak with a collective voice on national policy and develop innovative solutions that improve state government and support the principles of federalism. The Human Resources (HR) Division develops and implements innovative human resources programs that enable NGA to attract, develop and retain the best and brightest diverse talent to support the nation's governors. As a strategic partner with management, HR develops creative talent acquisition and retention plans, develops and implements competitive comprehensive total compensation programs, implements successful employment engagement strategies and provides professional development opportunities that ensures our staff's success., NGA is committed to providing a productive and safe environment. To achieve that goal, we conduct background and reference check investigations for all final applicants who are considered for employment. The ideal candidate will have generalist experience with extensive knowledge of HR Systems and analytics. Demonstrated analytical skills to run analysis and manipulate data sets with the ability to create, modify and run system queries is a plus. Knowledge of federal and state employment regulations. Strong business and HR acumen, including strong problem-solving skills, critical thinking and initiative. Strong project management skills with the ability to lead projects, influence and obtain buy-in, drive execution and achieve the right results. Ability to manage sensitive, confidential issues. Excellent interpersonal, auditory, oral and written skills in order to effectively communicate. Ability to influence and partner with all levels of the organization to achieve results. HR Analytics * Provide data and analytical support for all HR systems (Payloicty, Clear Company, Grovo and benefits) and HR third-party vendor business owners; + Monitors the integrity of all data in HRIS and all related processes * Create reports/dashboards to address ad-hoc data and report requests; * Pursue data standardization, streamlining or conversion opportunities using all HR systems; and Benefits * Markets the benefits platform to ensure optimal levels of utilization and employee engagement; * Evaluates and compares existing company benefits with those of other employers by analyzing benefits surveys and other data sources. Plans, develops and/or participates in benefits surveys. Makes recommendations for enhancements to the benefits package; * Builds and delivers unified compensation programs, which will include but are not limited to benchmarking, competitive market analysis, job evaluation, offer development and internal pay for performance analyses; Compensation * Creates and manages employee incentive program; and * Monitors and interprets FLSA and other federal, state and local laws regulating compliance for company salary and pay policies Recruitment * Manages both full-cycle of recruitments from start to finish; * Engages hiring managers in defining recruitment objectives, strategies, and methods; * Screens, assesses and recommends candidates in compliance with applicable labor laws; * Maintains, creates and shares recruitment tools such as interview guides, training resources, templates, and other resources with hiring managers and other internal stakeholders in order to grow and establish mutually beneficial partnerships for talent acquisition. * Maintains and continuously improves a rigorous hiring process based on best practices; uphold compliance with US Federal Government requirements relating to recruiting (eg, OFCCP, EEO, AAP), and in other HR matters. Training and Development * Assesses, plans and implements organizational-wide training and development program, including New Hire Onboarding; * Monitors compliance and other employee trainings; * Manages supervisor training program, and ongoing leadership development; * Works with managers to implement individual development plans for staff and succession plans as needed; * Identifies needs for business units and individual leadership coaching needs; * Participates in evaluation and monitoring of training programs to ensure success; and * Follows up to ensure training objectives are met. Employee Relations: * Assists managers in problem resolution or performance counseling with employee issues; and * In conjunction with the HR Director, conducts thorough and objective investigations, and participation in mediation issues Performance Management * Collaborates with the HR Director on the annual performance appraisal process; and * Provides day-to-day performance management guidance to performance management guidance to management (eg, coaching, counseling, career development, disciplinary actions). * Bachelor's degree in human resource management, business or related field; * At least 10 years' of solid HR generalist experience. Association experience preferred; * PHR, SHRM-CP, CMP and/or CEBS preferred; * Experience in fast-paced human resources environments, using current industry best practices; * Advanced level of proficiency using Microsoft Excel and demonstrated experience with other common Office tools such as MS Office Suite (Word, PowerPoint, and Outlook); and previous experience with Paylocity preferred.