HR Business Partner - Human Resources (Full-Time) - Child and Family Service

Established in 1899, Child & Family Service (CFS) is a community-based organization with a mission of strengthening families and fostering the healthy development children.  CFS has been a fierce advocate for children and families in the midst of social injustices and inequalities. Our statewide support, counseling, and therapeutic programs help individuals and families heal from trauma, prevent abuse and neglect, and can break the cycle of generational poverty.

OUR MISSION

Strengthening families and fostering the healthy development of children.

OUR VISION

Healthy, thriving individuals and families building strong, multi-cultural communities across generations.

OUR VALUES

HOPE values: Humility, Ownership, Perseverance, Engagement

We offer an extensive array of benefits for our employee including paid time off, preventative health care paid time off, birthday floating holiday, volunteer floating holiday, 15 Paid Holidays in a Year (16 in an Election Year), Medical/Dental/Vision/RX plans, Opt-out incentive, 401(k), flexible spending plans, & more.

Come join Child & Family Service and help us serve thousands in our communities!

SUMMARY OF DUTIES

The Human Resources Partner at Child & Family Service (CFS) is both a strategic and operationally focused HR professional who, in collaboration with the Director of Human Resources and the HR team, works closely with management to develop and implement HR initiatives that align with the organization's overall goals and objectives and contributes to a fulfilling teammate experience for all CFS staff.

The role of the HR Partner involves:

1. Building relationships: Establishing strong partnerships with senior leaders, managers/supervisors, and employees across CFS to gain a deep understanding of their department and teammate needs and challenges.

2. Employee relations: Assisting with employee relations matters, including addressing conflicts, advising on disciplinary actions and grievances, and conducting investigations when necessary.

3. Team health: Assessing team health through active engagement with leaders and employees regarding the current climate of a program or department. Leverage different approaches to gather insights on current climate including, but not limited to, recurring meetings with teams and leaders, engagement and pulse surveys, and focus groups.

4. Performance management: Advising on teammate performance. Support managers and supervisors on effective performance management including objective setting, goal planning, performance tracking, and annual performance evaluations. Support management with performance improvement plans. In partnership with Director of HR and the Senior Leadership Team, develop performance management frameworks and processes, including organization wide standard practices for goal setting, performance reviews, and feedback mechanisms.

5. Strategic planning: Collaborating with Director of HR, support the development and implementation of HR strategies that align with the organization's mid- and long-term goals and objectives. This includes workforce planning, talent management, teammate and org development, and succession planning.

6. HR analytics: Utilizing data and analytics to identify trends and insights that inform HR strategy and decision-making. This may include analyzing employee turnover, engagement, retention, and performance metrics. Support preparation and reporting of HR PQI and Dashboards to leadership and management.

7. HR policy and procedures development and ongoing review: Developing, implementing, and communicating HR policies and procedures to ensure compliance with relevant employment laws and regulations. Support training and provide resources to all staff.

8. Change management: Assisting with organizational change efforts, including communication plans, change readiness assessments, and employee engagement strategies.

9. Adaptability: Supporting additional duties as assigned to support the HR department and/or CFS as a whole

EDUCATION AND TRAINING REQUIREMENTS

• Four-Year College Degree from a school accredited by a recognized accrediting agency - general major. Requires basic knowledge or training in a specialized or technical field or trade, such as social work, professional accounting, finance, business administration, and marketing.
• Other (Specify): Bachelor's Degree in Business Administration, Business or Leadership Management, or Human Resources preferred.

EXPERIENCE

• Over two years, up to and including four years.
• Other (Specify): Experienced in broad human resources knowledge, skills, and abilities, to include but not limited, onboarding, HR operations (payroll, benefits, and leave administration), employee relations, recruitment, compensation, data reporting, and compliance. Any equivalent combination of education and/or professional work experience which provides the required education, knowledge, skills and abilities may be considered.

SPECIAL KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED

• Knowledge and experience of project management methodologies
• Experience in employee training, instructional design, and learning management systems (preferred)
• Experience with HR Management systems and a wide range of talent related modules including performance management, talent planning, applicant tracking, compensation planning, etc. (preferred)
• Understanding of change management philosophies
• Knowledge of relevant employment legislation
• Strong continuous improvement and growth mindset are key attributes of a successful candidate

OTHER POSITION REQUIREMENTS

• This job requires a valid Hawaii driver's license, a clear driver's abstract, and willingness to travel in personal vehicle on an as-needed basis throughout the island.
• This position is subject to a criminal background investigation and continued employment is contingent on a record clear of convictions.
• Requires contacts both inside and outside the organization in order to furnish or obtain information and/or provide participant services. Normal courtesy, tact and discretion required.

At Child & Family Service, we value and celebrate diversity, equity, inclusion, and belonging. We are proud to be an equal opportunity employer and prohibit discrimination and harassment of any type without regard to race, color, religion, age, national origin, disability status, genetics, veteran status, sex, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. We apply this to all aspects of employment, including, but not limited to, recruiting, hiring, promotion, transfer, leave of absence, and termination.