Why Join UCS:

For over 65 years, UCS has been providing exceptional and thoughtful care to individuals and families in our community through programs, services, and educational opportunities. Our staff includes positions such as administration, clinicians, nurses, teachers, case managers, psychiatrists, and direct support providers who work within our 15 facilities to support over 3,000 individuals annually. We are proud to be part of Vermont Care Partners, a network of sixteen agencies that provide mental health, substance use disorder, and developmental-disability services and supports in every county in Vermont. We are looking for team players to join us in making a difference in the lives of others and building a stronger community.

UCS Offers Generous Benefits

• Competitive pay
• Generous paid time off
• Medical, dental, and vision insurance
• Retirement plan with employer match
• Employer paid life insurance
• Employer paid short term and long term disability insurance
• Employee Assistance Program
• Career development opportunities
• Free clinical supervision towards licensure
• Loan repayment and tuition assistance program
• Award winning worksite wellness program
• An inclusive workplace supported by an active Diversity, Equity, Inclusion, and Belonging committee.
• Rewarding experience making a difference in the community.

We believe a dynamic and inclusive workforce will strengthen our organization and enhance the services we provide. Therefore, it is our goal to hire a diverse workforce and cultivate a culture where our employees feel accepted and included, hold a valued place within our organization and are equally able to contribute to their fullest extent, assisting in fulfilling our mission of building a stronger community.

The Human Resources Business Partner (HRBP) acts as a strategic partner to leaders and employees, aligning human resources (HR) practices with organizational goals to drive business success. With a focus on employee relations, the HRBP serves as a key advisor and advocate for fostering positive employee experiences and maintaining a productive workplace culture. The HRBP is central to resolving employee concerns, ensuring fair application of policies, and building strong relationships between employees and management. This role requires a proactive individual who provides expert HR guidance and support across a full suite of internal customer-focused HR services including employee relations, performance management, workforce planning, organizational development, compliance, and training and development. The HRBP plays a key role in fostering a positive workplace culture and driving employee engagement.

MAJOR RESPONSIBILITIES:

Strategic Partnership

• Drawing on a broad range of expertise, the HRBP operates as a business partner, leadership advocate, and employee champion for all levels of the agency.
• Partner with leadership throughout the agency on strategic HR initiatives and interventions. Plan, develop, organize, and implement HR business plans, strategies, and activities to support the success of leaders and employees.
• Collaborate with leaders and employees to align HR strategies with organizational objectives.
• Build and maintain relationships and personal credibility at all levels to effectively provide advice and counsel as well as foster open communication. Act as a trusted advisor on HR matters, providing insight and solutions for workforce challenges.

Performance Management

• Drive performance management initiatives, including goal setting, coaching, and corrective action.
• Provide direct assistance to leaders in the facilitation, provision, and documentation of performance management and/or corrective action.
• Provide coaching and support to managers on effectively addressing performance issues, employee development, and team building.
• Oversee employer-initiated separations of employment including coordination and consultation with leaders, development of separation documentation, and attending the separation meeting.

Employee Relations

• Serve as a point of contact for employee concerns, including grievances and workplace conflicts, resolving issues effectively and empathetically. Resolve difficult and personal employee issues in a composed, professional, and confidential manner.
• Act as an employee advocate. Represent employees and partner with leaders to address employee concerns and grievances. Provide proactive guidance and coaching in bringing employee relations matters to successful resolution.
• Conducts thorough and objective workplace investigations as assigned by the Director of Human Resources or the Executive Director.
• Engage in conflict resolution, mediate disputes, and facilitate productive dialogue to maintain a positive work environment.
• Use effective interviewing techniques to provide stay and exit interviews, record findings, and collaborate with leaders to address action items.
• Build trust and create interactions that build stronger employee engagement. Lead employee experience initiatives to drive employee engagement.
• Empower employees and leaders with resources and tools to navigate workplace challenges.
• Monitor trends in employee relations to identify opportunities for improvement and proactive intervention.
• Oversee employee engagement surveys, any follow up focus groups, and related strategies.
• Collaborate with leaders and employees to promote an inclusive, respectful, and positive work environment aligned with agency values.

Organizational Development

• Lead change management initiatives, including communication and training, to support HR and organizational transformation. Communicate these initiatives on a one-to-one basis as well as group settings to influence others. Be a champion for strategic initiatives.
• Develop human resources strategies to meet changing business needs through assisting with organizational structure redesign, succession planning, and workforce development.
• Support diversity, equity, inclusion, and belonging (DEIB) initiatives to foster a welcoming and equitable work environment.

Coaching and Training

• Take a lead role in establishing, facilitating, and continually improving leadership training.
• Develop curriculum and facilitate training sessions on HR-related topics such as DEIB; employment laws; conflict resolution; communication skills; and employee relations best practices.
• Identify training gaps as well as training and development opportunities to enhance management and employee skills and career growth.
• Provide counsel, coaching, and mentoring to leaders and employees.

Compliance

• Ensure compliance with employment laws, regulations, and agency policies.
• Manage and mitigate organizational risk by conducting thorough investigations, audits, and addressing identified compliance issues.
• Interpret and communicate agency policies to ensure consistent application across the organization. Recommend policy updates as needed.
• Proactively identify and mitigate risks related to employee relations matters.

Administrative

• Lead and/or participate in agency committees or workgroups.
• Contribute as a project leader or team member on various HR initiatives.
• Conduct wage comparables, wage studies, and other compensation planning as needed.
• Completes reporting tasks that are required internally or by external organizations on a regular basis.
• Analyze workforce analytics and data, evaluate patterns and trends, and present actionable recommendations to enhance organizational performance.
• Cross trained to provide back up for other positions within the HR team.
• Act as back up for the Director of Human Resources.
• Identify opportunities for process improvements/optimization and the design of new processes, including automation and/or transfer of relevant tasks to HRIS or other software.
• Maintains up to date knowledge on employment laws, compliance, and HR best practices.

EDUCATION/EXPERIENCE/SKILLS:

Required Education and Experience:

Bachelor's degree in Human Resources, Business Administration, Law, or a related field and minimum of one year of HR experience with a focus on employee relations OR an Associate degree and a minimum of three years of experience.

Preferred:

SHRM-CP or PHR certification highly desired

Required Skills:

• Strong knowledge of employment laws and HR best practices.
• Experience in employee relations, performance management, employee engagement, organizational development, compliance, change management, and training and development.

• Computer skills including email, video conferencing, Microsoft Suite programs, and HRIS systems (preferred).
• Experience conducting workplace investigations.
• Exceptional communication, interpersonal, problem-solving, and conflict resolution skills.
• Experience assessing a situation, applying the applicable legal principles and HR best practices, and developing a plan of action.
• Proficiency in HR analytics and reporting tools.
• Proven ability to build relationships and influence stakeholders at all levels.
• Ability to manage multiple priorities and prioritize effectively in a dynamic environment.
• High level of emotional intelligence and discretion when handling sensitive matters.
• Well-developed planning and analytical skills.
• Ability to work autonomously as well as a collaborative member of the HR team.

LICENSES/CERTIFICATIONS REQUIRED:

Valid Driver's License

PI256485736