Carnegie Museums of Pittsburgh
The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the museum components and HR functions to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture and its competition.
EDUCATION AND EXPERIENCE:
- Require Bachelor’s Degree in Human Resources Management or other related area and minimum of 3-5 years of experience as an HRBP, HR Rep, HR Advisor or comparable role and experience with employee relations
KNOWLEDGE, SKILLS, AND ABILITIES:
- Must have strong analytical skills, reasoning abilities, oral and written communication skills and working knowledge of employment laws/regulations.
- Must be able to communicate effectively with all levels of management and employees.
- Require computer proficiencies with Microsoft Office applications including Microsoft Word, Excel, and PowerPoint as well as demonstrated experience working with Human Resources Management Systems.
- Work is primarily sedentary in nature no special demands are required.
- Conducts weekly meetings with CMP components assigned as HRBP.
- Attends component all staff meetings (assigned components)
- Consults with management and component leadership, providing HR guidance when appropriate.
- Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
- Assists in HR related Diversity initiatives.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
- Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Provides HR policy guidance and interpretation.
- Establish good working relationship with hiring supervisors to ensure effective and efficient hiring procedures and to ensure positive relationship between the Human Resources Department and the various departments with Carnegie Museums of Pittsburgh.
- May assist with preparation of reports and analytics such as turnover, number of hires, requisitions, etc.
- Facilitate and/or provide training for all staff on various HR topics such as requested by the component, etc. as directed.
- May assist in new employee orientation for assigned components.
- Provides guidance and input on business unit restructures, workforce planning and succession planning.
- Identifies training needs for business units and individual executive coaching.
- Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
- Provides guidance to employees and managers on the terms of union contracts or acts as a liaison to the Labor Relations team.
- Performs other related duties as assigned.
The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.
*GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential.
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