Join the YMCA of Greater Charlotte as an HR Business Partner!
Job Description
The HR Business Partner serves as a strategic consultant to leadership and employees, providing expertise in HR functions including employee relations, policy interpretation, performance management, and workforce engagement. This role ensures compliance with employment laws, promotes a positive workplace culture, and supports business objectives through effective HR strategies. While this position does not include direct supervision, it plays a key role in advising and partnering with managers to drive HR initiatives and resolve complex employee matters.
Qualifications
Required Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience).
- 6+ years of experience in HR business partnering, employee relations, or HR management in a corporate or nonprofit setting.
- Strong knowledge of employment laws, HR policies, and best practices in employee relations.
- Exceptional interpersonal and communication skills, with the ability to influence and build relationships at all levels.
- Proven experience managing complex employee relations cases, including investigations and conflict resolution.
- Ability to analyze HR data and trends, making strategic recommendations for workplace improvements.
- Experience facilitating HR training and leadership development programs.
- Ability to handle sensitive and confidential information with professionalism and discretion.
- Strong problem-solving and decision-making skills, with a proactive approach to HR challenges.
- HR certification (PHR, SHRM-CP, or equivalent) preferred.
All YMCA team members are expected to maintain a current and active status for all safety, risk, and programming certifications defined by the YMCA of Greater Charlotte.
Preferred Qualifications
- HR certification (PHR, SHRM-CP, or equivalent) preferred.
Essential Functions
- Serve as a trusted HR advisor to managers and employees, providing guidance on policies, procedures, and best practices.
- Manage employee relations matters, including conflict resolution, investigations, and policy enforcement to maintain a fair and inclusive workplace.
- Support performance management processes, including coaching leaders on feedback delivery, corrective actions, and development planning.
- Interpret and apply employment laws and organizational policies, ensuring compliance and mitigating risk.
- Facilitate workplace training and development programs focused on leadership, conflict resolution, diversity, and engagement.
- Collaborate with HR and leadership teams to implement and refine HR initiatives aligned with business goals.
- Analyze HR metrics and trends, identifying opportunities to improve engagement, retention, and workplace satisfaction.
- Assist in the accommodation and leave management process, ensuring compliance with ADA, FMLA, and other regulations.
- Support talent acquisition and onboarding efforts, ensuring a seamless transition for new hires and a positive employee experience.
- Champion an inclusive and high-performing workplace culture, promoting open communication and employee engagement initiatives.
Performs other duties and tasks as assigned by leadership.
Cause-Driven Leadership Competencies
- Collaboration: Creates sustainable relationships within the Y and with other organizations in service to the community.
- Developing Self & Others: Develops self and supports others to achieve their highest potential.
- Communication & Influence: Listens and expresses self effectively in a way that engages, inspires, and builds commitment to the Y’s cause.
- Inclusion: Values all people for their unique talents and promotes practices that support diversity, inclusion, and cultural competence.
