People And Culture Strategic Partner Ii

This partner supports, implements and advises on People and Culture programs and policies, including performance management, discipline, compensation, benefits, equal opportunity and employee relations. At this career level, the incumbent generally works independently on moderately complex People and Culture projects or as a team member on larger projects.

Responsibilities

• Investigates and implements resolutions regarding employee or other stakeholder concerns around performance management, improvement, harassment, discrimination, misconduct, and similar matters.
• Assists People and Culture Centers of Excellence (COE) who provide subject matter expertise in compensation, benefits, organizational design, conflict resolution, change management, learning and development, legal, talent acquisition, facilities, and others.
• Acts as an advocate to raise the awareness of the needs of children. Understands Christ’s mandate to protect children. Commits to and prioritizes child protection considerations in all decision-making, tasks and activities across the ministry. Abides by all behavioral expectations in Compassion’s Statement of Commitment to Child Protection and Code of Conduct. Reports any concerns of abuse, neglect or exploitation of children through Compassion’s internal reporting process and appropriately supports responses to incidents if they occur.
• Builds relationships with teams to deepen workforce engagement and staff feeling Known, Loved and Connected.
• Maintains a personal relationship with Jesus Christ. Is a consistent witness for Jesus Christ, maintains a courteous, Christ-like attitude in dealing with people within and outside of Compassion, and faithfully upholds Compassion’s ministry in prayer.
• Uses current understanding of local and national laws and regulations covering employment issues to protect Compassion’s interests by ensuring the ministry is in compliance with legal requirements. This person will provide relevant recommendations to the client groups on necessary practice changes to meet those requirements.
• Coordinates with Talent Management tools and resources to support and assist teams, including but not limited to talent planning, workforce planning, staff development and engagement surveys.
• Prepares programs for client groups such as annual merit, performance management, benefits enrollment, and new employee orientation. May facilitate events for client teams such as team-building, merit program meetings, strategic planning, brainstorming, or other group sessions.
• Supports in building and maintaining positive employee relations. Answers questions on matters such as employee-manager interactions, staff learning and development and employee wellness. Supports staff and teams on matters such as employee relations, conflict resolution, discipline, performance management, development, termination, compensation issues, succession planning, talent acquisition, and change management.
• Conducts operational tasks in HR discipline such as performance management discipline, compensation, benefits, equal opportunity, employee relations, and others as needed.
• Monitors the level of engagement through HR metrics, using personal expertise or assessment instruments. Recommends and institutes timely programs, methods and other interventions to address issues that hinder team’s level of success.

Faith

• Has a personal relationship with Jesus Christ.

Culture

• Accountable for supporting, upholding, and engaging in Compassion's core "Cultural Behaviors" in all internal and external communication and relationships.

Education

• Bachelor's Degree in a related field.

Experience

• Three years Relevant experience working in this or a related field.

Licenses and Certifications

• None
• Equivalent education, training and/or certification may be substituted for experience and education shown above

Working Environment

Office – Standard Office Environment

Physical Demands

Sitting, standing, and/or walking for up to 8 hours per day

Travel Requirements

May be required to travel up to 10% of normal schedule