Sr. HR Business Partner

Qlarant is a not-for-profit corporation that partners with public and private sectors to create high quality, safe, and efficient delivery of health care and human services programs. We have multiple lines of business including population health, utilization review, managed care organization quality review, and quality assurance for programs serving individuals with developmental disabilities. Qlarant is also a national leader in fighting fraud, waste and abuse for large organizations across the country. In addition, our Foundation provides grant opportunities to those with programs for under-served communities.

Provides human resources consultation and support to a designated business unit. Uses knowledge of various human resources functions, including staffing, compensation, benefits, training, and associate relations to provide day-to-day tactical HR support to management. Consults with business unit management in the strategic planning process and development of human resources strategies that support the unit's business objectives. Acts as a liaison to other human resources functions when necessary.

• Partner with assigned business unit(s) to identify trends, recommend solutions, and take steps to ensure the program is competitive, service levels meet expected standards, and the administrative processes are fully compliant to minimize risk to the organization.
• Act as a resource to our business unit(s) working with and influencing leaders, teams, and associates on a wide range of HR topics in order to drive business success.
• Maintain current understanding of the organization's financial status, contracts, and key goals and initiatives.
• Confer with hiring managers to create a talent management plan that addresses current and future staffing needs.
• Deliver HR metrics and reports that help drive efficiencies and deliver meaningful data to business unit leaders.
• Drive and continually improve HR operating mechanisms (performance management, annual associate survey, talent reviews).
• Partner with managers to create or update job descriptions.
• Provide total compensation recommendations and guidance to ensure offers are competitive and adhere to the organization's best practices.
• Maintain records in recruiting and onboarding modules; plays a key role in initial onboarding and orientation.
• Manages and resolve complex associate relations issues. Conduct effective, thorough and objective investigations.
• Partner with legal counsel when needed.
• Work closely with management and associates to improve work relationships, build morale, and increase productivity and retention.
• Provide HR policy guidance and interpretation to coaches and associates.
• Assist international associates with visa and other immigration matters.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of associates, reducing legal risks and ensuring regulatory compliance. Partner with the compliance department and legal counsel as needed/required.
• Conducts training needs assessment with business units to identify opportunities for improvement of key competencies and expertise.
• Collaborate with management to identify ways to support associates' goals while meeting the organization's business objectives.
• Propose strategies to meet the identified development needs and measure the results.
• Develop and implement tools to enhance rewards and recognition.
• Act as the performance improvement driver and provoke positive changes in associate performance.
• Create materials to advertise available training, tuition benefits, and coordinate enrollment, logistics and evaluation of said resources.
• Manage the tuition benefit reimbursement program and provides Quarterly reporting to management.
• Administers human resource programs including Compensation and Performance Management.
• Leads reporting and analytics for HR team.
• Administers, reviews and supports annual compensation process.
• Creates, generates, and maintains effective HR reporting with timely and accurate data.

Supervisory Responsibilities:

May carry out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. May manage subordinate supervisors who supervise employees and/or directly supervise non-supervisory employees.