SUMMARY DESCRIPTION OF POSITION:  

Responsible for aligning ministry objectives with employees and management in designated departments or business units. Formulates partnerships across the HR (human resources) function to deliver value-added service to management and employees that reflects the mission and objectives of the ministry and organization. Maintains an effective level of ministry literacy about the department’s position, its midrange plans, its culture, and vision. Serves as an HR Representative in the areas of benefits, employee relations, training, performance management, onboarding, policy implementation, and recruitment. 

FOR THIS POSITION:

• Consult with team leaders, providing HR guidance when appropriate.

• Analyze trends and metric in partnership with the HR group to develop solutions, programs and policies.

• Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations. Consult with GCO (General Counsel Office )as needed.

• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).

• Work closely with leadership and employees to improve work relationships, build morale, and increase productivity and retention.

• Provide HR policy guidance and interpretation.

• Provide guidance and input on business unit restructures, workforce planning and succession planning.

• Identify training needs for business units and individuals.

• Manage recruiting of hourly/salaried roles in respective business units by scheduling and conducting interviews, helping select employees to fill vacant positions, and onboarding all new hires 

• Prepare and update job descriptions, job postings, documents, and position focus documents.

• Oversee that position focus development tools are provided to the Director and team leaders and team members; ensures that administrative processing of position focus and merit review is completed.

• Respond to inquiries regarding policies, procedures, and programs.

• Identify legal requirements affecting human resource functions and oversee implementation of policies, procedures as stated in Cru handbooks