Senior Human Resources Business Partner

Job Description

Job Description

About BRIDGE Housing

BRIDGE Housing strengthens communities by developing, owning, and managing high‐quality, affordable homes for working families and seniors. BRIDGE’s portfolio of housing currently consists of 140 properties and 11,700 units throughout California, Washington & Oregon. Based out of the San Francisco Bay Area. Few housing development organizations have achieved the success and stature of BRIDGE Housing Corporation. Founded in 1983 utilizing an anonymous donation, BRIDGE today has become a leading affordable housing development partner.

Summary

The Sr. HR Business Partner (HRBP) is responsible for experienced and expert HR coaching to managers on employee issues, as well as the oversight of HR policies and programs. Specific areas of focus include managing employee relations issues, multiple employee facing programs such as performance reviews, merit increases, leave of absences, worker’s comp, and projects.

The Sr. HRBP works closely with the Head of HR and the rest of the HR team to maintain a positive environment for all staff. This position requires a high level of proactivity, HR confidence, tact, diplomacy, and confidentiality, as well as the ability to think, communicate, build collaborative relationships and act both independently and strategically. The Sr. HRBP will be required to visits our properties from time to time as the business dictates, in order to manage employee needs on site – therefore requires the ability to travel within the Bay Area, and overnight travel to locations outside the Bay. This is not a remote position. It is required of all BRIDGE employees to follow the BRIDGE Hybrid Work Schedule which includes working a minimum of 3 days per week on site in our San Francisco office.

Duties and Responsibilities

• Employee Relations: Oversee all ER issues from intake to final closure.
  1. Identify and effectively intake all employee relations issues.
  2. Provide sound HR counsel on best practices within ER case management.
  3. Offer expert advice on state and federal laws and regulations around ER case issues.
  4. Escalate as needed to the Head of HR.

• Employee life cycle management: Coach managers on engaging and welcoming orientations of new hires, assist with general HR questions and 30/60/90 day check ins, and manage efficient and accurate exit discussions for transitioning employees.

• Benefits: Oversee benefits administration processes in collaboration with our Broker and Provider Reps.
  1. Assist employees with benefit questions, retirement and employment related procedures.
  2. Serve as a primary contact for plan vendors and third-party administrators.
  3. Work closely with Reps, Brokers, and management for Open Enrollment management.

• Employee Inquiries: Oversee HR Helpdesk as the primary manager for all incoming general HR needs.

• Compliance: Oversee annual and ongoing HR compliance activities, such as distribution of required notices from federal, state & local government. Owns reporting requirements (EEO-1, Healthy SF, etc.).

• WC: Manage Injury and Illness Prevention Program compliance.
  1. Implement proactive processes and procedures to minimize employer risk.
  2. Advise managers and employees on accurate processes and collaborate with vendor.
  3. Collaborate with carriers, Reps, and legal counsel on cases.

• LOAs: Oversee all leaves of absence and provide updated report outs as needed in meetings.

• Learning & Development: Provide awareness regarding training and development options for employees.
  1. Owns management of the LMS site and process.
  2. Works closely with vendor on annual budgets, usage, communication, and attendance.
  3. Create and manage employee communication plans, as well as strategic usage of LMS options.

• Other:
  1. Lead and/or assist with key HR initiatives including: annual review cycle, annual compensation changes, and employee engagement, career development, and change initiatives.
  2. Provide advisement to all levels of leadership regarding HR policies and processes.
  3. Other duties as the business needs.

Experience and Qualifications

• 5+ years of progressively responsible HR Generalist experience
• Bachelor’s degree in Human Resource Management, Business, Communications, or other relevant area (years of experience and/or PHR/SPHR in lieu)
• Experience with ADP a plus
• Demonstrated proactivity and ownership of duties
• Excellent communication skills both verbal and written
• Working proficiency with Microsoft Office
• Well-developed organizational skills and attention to detail; ability to prioritize work effectively and adjust to multiple demands
• Ability to work independently
• Ability to maintain a positive approach to work challenges and look to process improve at all times
• Ability to travel to sites as needed

Working conditions

• Works in an office environment

• Usually works a standard workweek; during audit season weekends and overtime may be required