Currently Hiring: Human Resources (HR) Business Partner
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Job Title: Human Resources (HR) Business Partner
Department: Human Resources & Training
Reports To: Chief Administrative Officer (CAO)
Department: Marketing & Fundraising
FLSA: Exempt
Effective: June 10, 2024
Position Summary:
As a Moving to Work (MTW) Expansion Agency under the Landlord Incentives Cohort #3, this position reports to the Chief Administrative Officer (CAO). The Human Resources (HR) Business Partner plays a pivotal role at Dothan Housing (DH) and its instrumentalities, shaping the people strategy and managing the day-to-day HR administrative tasks. This includes ensuring regulatory compliance that touches all facets of the employee life cycle. The position assists senior and executive leadership with implementing the human resource
agenda of the organization’s overall business plan and strategic direction through the lens of an
impartial, objective HR professional.
The HR Business Partner at DH plays a significant role in executing the people strategy initiatives
and programs supporting short-term and long-term goals, including the entire employee life cycle of attracting, recruiting, retaining, and developing talent. The position also assists the senior and executive leadership in implementing and monitoring the organizational culture, staff training
goals, and key performance indicators (KPIs) of the Purpose 2025 and Purpose 20230 strategic
plans to increase productivity and staff performance. The HR Business Partner manages,
evaluates, and oversees the successful implementation of a broad range of Diversity, Equity,
Inclusion, & Belonging (DEIB) programs and initiatives, reflecting a strong commitment to these
principles.
Major Responsibilities:
The statements contained here reflect general details as necessary to describe the principal
functions of this job, the level of knowledge and skills typically required, and the scope of
responsibility but should not be considered an all-inclusive listing of work requirements.
Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work periods, or to balance the workload. The position
description complies with the American Disabilities Act (ADA).
1. Responsible for recruitment, onboarding, benefits, compensation, employee relations, development, retention, and recognition (e.g., end-of-the-year awards, employee of the month and quarter, etc.).
2. Responsible for developing and evaluating DEIB audit/review programs, reviewing various operational processes to assess and enhance equity, facilitating workforce development strategies, maintaining databases, presenting HRIS information, and data analysis and reporting.
3. Serve as an extension of Human Resources (HR) across business lines to build and continuously improve capabilities to drive exceptional experiences to better prepare DH and its instrumentalities for the future through the lens of the employee and explaining the “big picture” of the Purpose 2025 and Purpose 20230 strategic plans to employees.
4. Implements leadership development programs, succession planning, talent management, change management, organizational development, and performance management.
5. Identify and provide internal training for business units, supervisors, managers, and individual senior and executive leadership coaching needs, including hosting educational events to support staff’s professional development in program knowledge areas.
6. Select talent through recruiting, interviewing, and onboarding new employees, including updating and creating quality job descriptions.
7. Leads the implementation and revision of the online performance management system to ensure that it reflects each position’s job description’s key KPIs that correlate with the Rhythm strategic planning software for the Purpose 2025 and Purpose 2030 strategic plans.
8. Help develop strategies to implement a modern-day workforce through innovative approaches by attracting, recruiting, and retaining talent.
9. Provide day-to-day guidance to line management (e.g., coaching, counseling, career development, disciplinary actions such as written warnings, suspension, and termination).
10. Lead internal environment scans or sensing sessions for employees to gather candid and realtime feedback regarding employee engagement and DEIB through surveys and in-person conversations.
11. Directly manage the human resources and training services to ensure the hiring of qualified and quality candidates for all positions within the area of responsibility.
12. Provide oversight for workforce planning, retirement, benefit expenditures, talent acquisition, succession planning, salary studies, employee handbook updates, job description revisions, online performance evaluation systems, and payroll.
13. Responsible for preparing any backpay valuations related to employee evaluations, monitoring the payouts of all sign-on bonuses, performance incentive bonuses, merit-based bonuses, relocation payments, stipends, and garnishments, and ensuring payments are processed accurately and timely.
14. Manage the tuition reimbursement process for employees and track course, degree, or certificate completion as appropriate for reimbursement.
15. Conducts employee benefits training presentations, virtual or in-person, and assists employees in filing for optional life insurance, death, and disability claims, including processing and submitting claims and following up with employees and insurance carriers.
16. Ensures voluntary deductions for the Susan Morrison Memorial scholarship and other United Way annual giving are processed accordingly and taking incentives days are added to employees’ leave in the HRIS.
17. Develop compelling, insightful, HRIS data-driven presentations to business partners, using data, examples, and storytelling to drive the employee experience priorities and agenda.
18. Provides oversight for Absence Management 3rd party vendor related to FMLA, short-term and long-term disability, worker’s compensation, disability, and other leave for DH and its instrumentalities’ employees.
19. Partners with the Finance & Accounting Department for benefits, retirement, payroll processing, salary studies, and other activities to contribute to effectively and efficiently streamlining these payments and deductions.
20. Partners with the Finance & Accounting Department and 3rd Party vendor for paying taxes and processing W2, 1095, and other tax documents for staff.
21. Provide oversight for staff training, cross-training, and other professional development to create a high-value organizational culture and to establish a “culture code.”
22. Work closely with the senior and executive leadership, managers, supervisors, and employees to improve work relationships and employee experience by ensuring that all departments are working together instead of against each other by removing silos and cliques by ensuring that the agency stays aligned, focused, and accountable.
23. Develop, implement, and monitor an in-house leadership academy for supervisors, managers, and senior and executive leadership.
24. Participates in evaluating and monitoring training programs to ensure success. Follows up to ensure training objectives are met.
25. Undertakes and performs other work-related duties and special projects assigned by the executive leadership, including research, evaluation, analysis reporting, recommendation, problem resolution, and internal and external communications to support strategic goals as required. Knowledge and S
Knowledge, Skills, & Abilities (KSAs):
- Ability to implement the human resource agenda of the organization’s overall business plan
and strategic direction through the lens of an impartial, objective HR professional. - Ability to provide thought leadership and subject matter expertise on employee engagement.
- Sophisticated analytical skills with the ability to evaluate human resources metrics and
develop KPIs to monitor the success of the employee experience journey. - To be successful, the incumbent must think strategically, execute tactically, and collaborate across the organization.
- Demonstrated ability to translate the principles and practices of human resources into
thoughtful, impactful initiatives. - Demonstrated ability to execute initiatives.
- The ability to “roll up your sleeves” and make the people strategy happen.
- Ability to comprehend, interpret, and apply the appropriate federal, state, and local regulations,
guidelines, and policies to all practices, including payroll. - Ability to communicate clearly and effectively, both orally and in writing.
- Ability to maintain composure, navigate ambiguity, and make immediate decisions.
- Bias for action, strong work ethic, and desire for excellence.
- Focus on creating positive employee and customer experiences.
- Ability to establish and maintain effective working relationships with co-workers, supervisors,
and the public. - Ability to implement Diversity, Equity, Inclusion, & Belonging (DEIB) practices.
Certificate, License:
- Valid Driver’s License
- Diversity, Equity, & Inclusion (DEI) Certification
- Supervision & Management Certification
Required Education / Experience:
- Bachelor’s degree in human resources, organizational development, public administration, business administration, or human services from an accredited university with seven (7) years of related experience in HR
- Prefer a master’s degree in human resources, organizational development, public administration, business administration, or human services from an accredited university with three (3) of related experience in HR.
- Experiences with the required degree must include working for a Moving to Work (MTW) Public Housing Authority (PHA) or in a public or non-profit organization, human resources, and community building/economic development, preferably in low-income communities. This specific experience is crucial for the role and will ensure that the candidate is well-prepared to handle the unique challenges and opportunities at Dothan Housing.
- Proficiency in HRIS payroll systems, benefits, salary studies, modern-day workforce, developing job descriptions, implementing change management, employee handbooks, and retirement planning is required.
- Must be certified in Diversity, Equity, & Inclusion (DEI) within one year of employment.
- Must be certified or obtain Supervision & Management certification within one year of employment.
Supervision
- None
Special Requirements:
- Possess a valid Alabama driver’s license, safe driving record, and insurability through the Dothan Housing Policy.
Behavioral Competencies
- This position requires the incumbent to exhibit the following behavioral competencies:
Values Statement/ Diversity, Equity, Inclusion, and Belonging
Ability to demonstrate and exemplify our values of L.O.V.E.D (Listening, Opportunity, Versatility, Empowering, and Diversity). Ability to cultivate and develop inclusive and equitable working relationships with employees, customers, and community stakeholders. Supports and enhances a sense of belonging with employees, customers, and community stakeholders. Work towards equity and our agency’s commitment to Diversity, Equity, Inclusion, and Belonging (DEIB).
Building Relationships/Interpersonal Skills:
Values organizational diversity; treats others with respect; promotes cooperation; effectively manages relationships.
Creative Problem Solving/Strategic Thinking:
Develops and creates ideas, processes, and approaches that shape the future; takes risks and makes decisions based on facts; uses analytical and critical thinking skills to solve problems; ensures that decisions are aligned with articulated strategic directions of management.
Communication:
Demonstrates effective verbal, written, listening, and presentation communication skills.
Development of Self and Others:
Seeks opportunities to learn and develop themself and others; applies new skills/knowledge needed to add value to the organization’s performance; sets developmental goals for self and others; seeks performance feedback.
Flexibility/Adaptability to Change:
Responds positively to and champions change to others; demonstrates an ability to incorporate innovative practices into the workplace to enhance effectiveness and efficiency.
Leadership/Achievement Orientation:
Influences others to accomplish the mission in ways consistent with the organization’s values; holds self (and others) accountable to meet goals and objectives; accomplishes desired outcomes; sets an example of integrity and ethics through demonstrated performance. Must be a collaborative leader who will bring renewed energy, innovation, and rebranding to the organization.
Quality Service Definition:
Strives to meet the expectations of internal and external customers; demonstrates skill and knowledge specific to serving others.
Results Driven:
The ability to make timely and effective decisions and produce results through strategic planning, implementing, and evaluating programs and policies, stressing accountability and continuous improvement.
Business Acumen:
The ability to acquire and administer human, financial, material, and information resources in a manner that instills public trust, accomplishes the organization’s mission and uses new technology to enhance decision-making.
Professionalism:
Approaches others in a tactful manner; reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions.
Working Conditions:
The work environment characteristics described here represent those an employee encounters while performing the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. The noise level in the work environment is usually moderate. Stressful situations may occur when dealing with the public.
Physical Requirements:
• The physical demands described here represent those an employee must meet to perform this position’s essential functions successfully. Reasonable accommodations may enable individuals with disabilities to perform essential functions.
• While performing the duties of this job, the employee is regularly required to stand, sit, walk, use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee is occasionally required to climb, balance, stoop, kneel, crouch, or crawl. The employee must occasionally lift and move up to 10 pounds. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and the ability to adjust focus. The level of manual dexterity should be sufficient to allow for the operation of a terminal keyboard, telephone, facsimile machine, office supplies, etc.
