Overview

Bancroft is looking for their next HR Business Partner in Moorestown, NJ.  

 

As a strategic partner, the HR Business Partner (HRBP) aligns program objectives with employees and management in designated client group. The HRBP serves as a consultant to management on Human Resource-related issues. Successful HRBP will act as employee champion and change agent. HRBP assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The HRBP formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization. The HRBP maintains an effective level of business literacy about the client group's financial position (i.e. revenue sources/operations, funding, cost drivers, etc.), its short and long-term strategic plans, and its culture.

 

Salary range - $85,000-$90,000

Responsibilities

• Consults with client group at all employee levels providing HR guidance when appropriate including topics 

including but not limited to employee relations, talent acquisition, benefits, compensation, talent development, training, and occupational health-related matters. 

• Conducts regularly-scheduled meetings with respective client groups, spending time at the various sites, to 

ensure quality and consistent communication and HR support. 

• Analyzes trends and metrics in partnership with other HR functions to develop solutions and policies. 

Tracks/reports HR metrics as it pertains to key performance indicators. 

• Manages and resolves employee relations issues. Conducts effective, thorough and objective investigations. 
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, 

reducing legal risks and ensuring regulatory compliance. 

• Provides day-to-day performance management guidance to front-line management (coaching, counseling,  career development, disciplinary actions). Works closely with management and employees to improve work relationships, build positive morale, increase productivity and retention. 

• Manages and implements the exit and stay interview process; tracks and reports results of exit and stay 

interviews for the purpose of the development of improvement and retention initiatives. 

• Provides HR Policy guidance and interpretation. 
• Develops conditions for promotions and other employee changes according to established HR practices.
• Represents Bancroft at unemployment hearings, when necessary. 
• Provides guidance and input on client group restructures, workforce planning, succession planning. 
• Identifies and implements training needs for client group.  Participates in evaluatoin and monitoring of success of training programs.  
• Works effectively in conjunction with the Talent Acquisition Partner and other HR areas to address multi- 

dimensional needs and support initiatives for their client groups. 

• Works in collaboration with the other HRBP's to share best practices and ensure consistent and effective 

delivery of HR services across the organization. 

• Works effectively with other areas of HR to facilitate/coordinate initiatives and communications with client 

groups. 

• Maintains positive and professional interactions with HR team members from all functional areas to enhance 

operations and maintain a positive and collaborative work environment. 

• Willingly and effectively cooperates with Bancroft, The Department of Human Services, The Division of Developmental Disabilities (DDD), and other licensing or state agency or local municipalities in any inspections and investigations, upon request. 
• Demonstrates Bancroft's core values of Accountable, Results-Driven, Respectful and Innovative in the 

performance of position responsibilities. 

 

Qualifications

Bachelor's degree in Human Resources or related field with a minimum of five years of Human Resource experience required. Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee relations, diversity, performance management, federal and state respective employment laws.

 

Excellent communication skills (written and verbal) as well as conflict management and influencing skills.