HR Partner for Staff Success

Job Description

Job Description

Area Function

In support of the mission of the Domestic and Foreign Missionary Society (DFMS), the Human Resources department’s major focus is to attract, motivate and retain the best suited and well-prepared individual for each position. The HR team works to assure compliance with moral and civil law, the Constitution and Canons of the Church, and seeks to build and maintain a culturally diverse staff. We strive to treat all employees fairly and with respect, in keeping with stated human resources policies and best practices. Valuing responsibility, partnership and service over entitlement, dominance and self-interest, the team seeks to partner with others in developing and realizing opportunities for enhancing the quality of effort and productivity in our mutual ministry.

Job Summary

The HR Partner for Staff Success helps realize the mission and aims of the DFMS by working with the Director of Human Resources and the HR Manager for Benefits & Finance, in maintaining and enhancing the organization’s human resources function and capacity by planning, implementing, and evaluating employee relations and human resources policies and programs. In collaboration with the Director, maintains the organization’s staff by leading the recruiting and interviewing program; coaching and counseling at all organizational levels; and actively participating in strategy and problem-solving. Specifically, the HR Partner for Staff Success collaborates with others to enhance morale and productivity, promote professional development and cultivate a learning culture, improve organizational performance and results through the effective use of employee skills, identifying training and development opportunities for improving skills and ability, and increasing employees’ satisfaction with their jobs and working conditions.

Reporting Relationships

The HR Partner for Staff Success reports to the Human Resources Director and collaborates with the HR Manager for Benefits & Finance.

Duties & Essential Job Functions

Principal Responsibilities

Serves as the strategic planner and discipline leader of the following HR practices: recruiting and talent acquisition; performance management; training and development; and collaborates in areas of job analysis and descriptions, conflict resolution, and reporting.

• As recruitment and talent acquisition leader, collaborates with departments and managers to write, design, price, and post positions to meet identified needs, aims, and mission of the department
  • Manages the full recruiting life cycle, including collaborating, advising, and partnering to support hiring managers and serving as the lead during the preemployment process
  • Develops and conducts new staff orientations with key partners, as well as organization-wide and/or targeted training sessions

• As performance management leader, analyzes and advises managers and supervisors on methods and approaches to address and resolve employee performance challenges, including identification of training, coaching, and/or mentoring needs and connection to resources. Partners with staff to promote professional development, upskilling, and growth opportunities. Supports and engages in culture change work. Leads the performan review process.
• Participates in the development, implementation and evaluation of department goals, objectives and systems. Recommends new approaches, policies and procedures to effect continual improvement in the efficiency of department services provided.
• Advises employees on the interpretation of personnel policies and procedures, ensuring programs are carried out in accordance with established policies and procedures.
• Provides coaching, resources, and guidance and works collaboratively with the Legal department and HR colleagues in the resolution of employee relations issues.
• Prepares and files required State and Federal reports, including the Equal Employment Opportunity report, census, and other reports as required.
• Works collegially with the Director in discharging the practice of leadership related to department management, HR Planning and organizational consulting, equal employment opportunity and affirmative action, and senior management group services including executive recruitment.
• Supports the work of the HR Manager for Benefits & Finance through full cross-training on position functions such as payroll production, benefits administration, and reporting functions.
• Carries out administrative work and records retention protocols related to the work of the HR Department.

Other Functions And Responsibilities

Leads and/or collaborates with others both within the HR department and cross-departmentally on special projects as assigned.

QualificationsRequired

• Bachelor’s degree (or equivalent work experience) in human resource management, with a focus on talent acquisition, hiring, training, compensation, and employee relations

Skills and Abilities

The HR Partner for Staff Success must work well with individuals and groups, as well as demonstrate a clear commitment to organizational goals.

This work demands a range of personal qualities and skills:

• the ability to speak and write effectively, persuasively and concisely without relying on professional HR jargon;
• the ability to work with and value a diverse group of colleagues;
• the ability to cope with conflicting points of view and function under pressure;
• the ability to juggle multiple projects with fast-shifting developments and deadlines;
• the demonstration of the highest degree of discretion, integrity and fair-mindedness; and
• a sense of humor.

In addition, given the sensitive employee information collected by members of the team, the HR Partner for Staff Success must show the character required of this responsibility. This work includes providing effective leadership marked by clear upward, peer and downward communication, and mutual respect.

Changing technologies and the growing complexities of human resources policies and practices requires the position to be knowledgeable about computer systems, storage and retrieval software, and the utilization of a widening array of digital and mobile communication devices and applications.

Proficiency with ADP WorkforceNow, or other HRIS systems, and Microsoft Office is required.

Preferred

A working knowledge of the Episcopal Church is preferred but not required.

Work Environment

The Domestic and Foreign Missionary Society has worked hard to foster a work environment that is achievement-oriented, self-actualizing, encouraging and affirmative of the value of both Society colleagues and our customers. Every employee of the Society is valued for how work is done as well as what work is done.

This position is an in-person role, located at the Episcopal Church Center, in New York, New York.

The Episcopal Church Center is an equal opportunity employer and we actively seek qualified candidates from protected groups as defined under Federal and New York State laws as well as General Convention resolutions. We do not discriminate in employment decisions on the basis of race, color, ethnicity, national origin, sex, sexual orientation, age, disability, marital or military veteran status.