Burlington School District

Human Resources

Recruiter and Business Partner

• A. SCOPE OF WORK: The HR Business Partner (HRBP) position is responsible for leading and directing the routine functions of the Human Resources (HR) Department including aligning District objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP will run the daily functions of the HR department including assisting management with the hiring and interviewing of staff, administering pay, benefits, and leave, and enforcing District policies and practices. The HRBP may also serve in roles of Subject Matter Experts.
  

B. ESSENTIAL FUNCTIONS: This section outlines the fundamental job functions that must be performed in this position. This includes:

• Qualifications/Basic Job Requirements
• Physical and Mental/Reasoning Requirements
• Work Environment

These areas state the underlying requirements that an employee must meet in order to perform these essential functions. In accordance with the Americans with Disabilities Act, reasonable accommodations may be made to qualified individuals with disabilities to perform the essential functions of the position.

1. Provides support and guidance to Principals and Supervisors, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
2. Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
3. Analyzes trends and metrics in partnership with the HR team to develop solutions, programs and policies.
4. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance and reduces legal risks.
5. Conducts weekly meetings with respective assignments.
6. Provides day-to-day performance management guidance to Principals and Supervisors (e.g., coaching, counseling, career development, disciplinary actions).
7. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
8. Provides HR policy guidance and interpretation.
9. Develops contract terms for new hires, promotions, and transfers.
10. Provides guidance and input on business unit restructures, workforce planning, and succession planning.
11. Identifies training and coaching needs for assigned schools or departments.
12. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
13. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
14. Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
15. Compiles a variety of information from both manual and computerized records and files for regular and special reports and in response to specific requests by the supervisor.
16. Uses discretion in handling confidential information and materials.
17. Recruiter Essential Functions:
1. Manages the talent acquisition process, which may include recruitment, organizing, and supporting the interview and the hiring process of qualified job applicants.
2. Works to support strategic goals of attracting BIPOC applicants.
3. Collaborates with the hiring Principals and Program Directors to understand the requirements, duties, and qualifications desired and/or required for the specified vacant position(s).
4. Supports to attract and retain top talent by highlighting compensation and generous benefits to candidates.
5. Organizes and attends recruitment fairs, campus events, and other networking opportunities.
6. Follows up with hiring Principals and Program Directors after the interview process to determine whether a placement can be made; collects feedback when placement is unsuccessful and takes appropriate action.
7. Arranges meeting locations, travel, and/or accommodations when necessary for applicants.
8. Maintains and ensures compliance with applicable equal employment opportunity (EEO) and related employment laws and regulations.
18. Performs other related duties as assigned.

C. REQUIRED QUALIFICATIONS:

• Education:
  

1. Minimum Required: Bachelor's degree in Human Resources, Business Administration, or related field required
2. Preferred:
3. Certification Preferred: SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) highly desired. SHRM's Talent Acquisition Specialty Credential a plus.

• Experience:
  

1. Minimum Required: A minimum of three (3) years of human resource management experience.

• Knowledge, Skills, And Abilities: SEE BOLDED BULLET

• Working knowledge: Sufficient familiarity with the subject to know basic principles and terminology and to understand and solve simple problems.
• General knowledge: Sufficient knowledge of a field to perform most work in normal situations. The work calls for comprehension of standard situations and includes knowledge of most of the significant aspects of the subject.

• Thorough knowledge: Advanced knowledge of the subject matter. The work calls for sufficient comprehension of the subject area to solve unusual as well as common work problems, to be able to advise on technical matters and to serve as a resource on the subject for others in the organization.

• Comprehensive knowledge: Requires complete mastery and understanding of the subject. This term should be used sparingly and only for unusually exacting or responsible positions required to originate hypotheses, concepts, or approaches.

1. List Specific Skills And/Or Abilities Required:

1. Excellent verbal and written communication skills.
2. Excellent interpersonal, customer service skills, negotiation, and conflict resolution skills.
3. Excellent organizational skills and attention to detail.
4. Ability to act with integrity, professionalism, and confidentiality.
5. Excellent time management skills with a proven ability to prioritize tasks, meet deadline and to delegate them when appropriate.
6. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
7. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
8. Thorough understanding of EEO, ADA, and other related employment laws and guidelines.
9. Strong analytical and problem-solving skills.
10. Previous experience with computerized information systems including but not limited to Google Applications, Microsoft Works, Word, and Excel.
11. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.

1. Preferred Qualifications:

D. WORKING CONDITIONS: These are the physical and mental/reasoning requirements of the position as it is typically performed. The inability to meet one or more of these physical or mental/reasoning requirements will not automatically disqualify a candidate or employee from the position.

• Seeing
• Color perception (red, green, amber)
• Hearing/listening
• Clear speech
• Touching
• Dexterity: _X_ Hand, _X_ Finger
• Lifting - up to _20_ pounds
• Carrying - up to _20_ pounds
• Climbing on Stairs/Ladders, and balance
• Driving
• Standing
• Sitting
• Stooping
• Kneeling
• Crouching
• Remain Stationary
• Pushing/pulling
• Moving objects
• Reading - basic
• Reading - complex
• Math skills - basic

• Math skills - complex
• Writing - basic
• Writing - complex
• Analysis/comprehension
• Judgment/decision making
• Clerical
• Inside air conditioning and heat
• Outside weather conditions
• Works alone
• Works with others
• Face-to-face contact
• Verbal contact with others
• Extreme heat
• Extreme cold
• High places
• Noise
• Fumes/odors
• Dirt/dust
• Pressurized equipment
• Ability to move distances within schools, offices, and athletic fields
• Other:

Equal Opportunity: The Burlington School District provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

Primary Location:
Central Office
Salary Range:
Per Year
Shift Type:
Full-Time