Human Resources Business Partner
A
AmplifyEducation Technology
Remote - United StatesFull-TimeMiddle
Salary$115K - $125K; $115K – $125K • Offers Bonus
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Job Details
- Experience
- 5+ years
- Required Skills
- ComplianceWorkday
Requirements
- Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field.
- 5+ years of progressive experience in Human Resources, including experience in an HR Generalist or HR Business Partner role.
- Ability to manage competing priorities and operate effectively in an environment with ambiguity.
- Demonstrated willingness to challenge senior leaders and hold a firm stance on key people decisions.
- Experience independently advising managers on employee relations, performance management, and lifecycle processes.
- Experience conducting or supporting employee relations investigations.
- Working knowledge of U.S. employment laws and HR compliance principles across multiple states.
- Demonstrated business acumen and ability to build relationships at all levels of an organization.
- Proficiency with HRIS platforms and standard business tools.
- Experience with Workday, Culture Amp, and Ashby ATS (preferred).
- HR certification, such as PHR or SHRM-CP (preferred).
- Master's degree in Human Resources or Industrial-Organizational Psychology (preferred).
Responsibilities
- Provide independent, day-to-day HR partnership to assigned managers and employees, serving as a trusted resource for practical guidance and solutions.
- Coach managers through routine and moderately complex performance, feedback, and talent matters, including goal setting, performance documentation, corrective action, and succession planning.
- Identify themes and trends across employee relations matters and people metrics to develop recommendations for proactive action.
- Manage routine to moderately complex employee relations matters from intake through resolution, including investigations and documentation.
- Advise and coordinate on employee lifecycle actions including job changes, promotions, reorganizations, leaves, and terminations.
- Support organizational change initiatives and team effectiveness by identifying workforce needs and design considerations.
- Facilitate annual and recurring talent processes, including performance management, compensation planning, and promotions.
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