Job Description
- NOTE: This is a global remote position; CRS will only consider candidates who are based in countries where we have existing offices. CRS does not sponsor visas for telecommuting employees.***
About CRS
Catholic Relief Services is the official international humanitarian agency of the Catholic community in the United States. CRS works to
save, protect, and transform lives in need in more than 100 countries, without regard to race, religion or nationality. CRS’ relief and development work is accomplished through programs of emergency response, HIV, health, agriculture, education, microfinance and peacebuilding.
Background
As a global organization, that has grown significantly in size over the past decade, CRS is now comprised of approximately 8,000 people from over 100 countries who collaborate to catalyze transformational change. Four Strategic Approaches that will enable the agency to achieve the Vision 2030 Strategy have been identified. One key Strategic Approach is to build a more agile, innovative, and impactful organization.
Job Summary
The HR Business Partner (HRBP) provides expert Global People Resources (GPR) support and acts as a first point of contact for employees and managers of assigned business units, helping staff navigate GPR initiatives, policies, and procedures, as well as provide counsel around performance and employee relations issues. The HRBP also ensures smooth and accurate processing of employee-related transactions throughout the employee lifecycle, specifically those hired through a PEO to support CRS. In this role you will focus on building relationships and partnering with employees and management to meet agency objectives and serve the mission. You will assess and anticipate GPR-related needs by identifying gaps, diagnosing root causes and proposing means to develop integrated solutions. You will work closely with the GPR department and business partners to coordinate internal projects.
Roles And Key Responsibilities
Employee Relations
- Primary contact to support Managers and the Employees of staff hired through the PEO
- Provide counsel and supporting all facets of employee relations to ensure effective staff management to include disciplinary action, conflict resolution, performance issues, dismissals, position eliminations, and for-cause dismissals
- Review and edit disciplinary and corrective action letters as well as performance improvement plans, offering assistance and guidance to management
- Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reduce legal risks and ensure regulatory compliance. Partner with office of general counsel/legal department as needed/required
- Provide general Organizational Development support to managers, proactively highlight areas or issues that would seem strange or problematic to an outside observer (e.g., a supervisor with 12 direct reports)
Project Coordination
- Serve as an internal Project Coordinator for Multi-departmental initiatives
Policy Interpretation and Enforcement
- Provide GPR policy guidance and interpretation to employees and management
- Work collaboratively with management to ensure consistent application of policy, practices, and initiatives to provide HR solutions that positively impact the agency
- Monitor and update relevant employee relations’ policies and employment practices, ensuring compliance with all federal and state regulations and laws
- Monitor and address questions related to employment categories (i.e., regular employee, temporary employee, consultant, etc.)
Employee Onboarding
- Work with other parts of GPR (Talent Acquisition, Employee Engagement) and other divisions (i.e., IT/Global Knowledge Information Management (GKIM)) to ensure efficient and smooth onboarding logistics
Offboarding/Terminations
- Manage employee terminations and lead the process of employee involuntary terminations by working closely with managers to determine appropriate mechanisms and communication and ensuring terminations follow CRS policy as well as external legal regulations (e.g., notification periods, etc.)
- Schedule and conduct exit interviews, capturing relevant information and insight
- Draft severance agreements in line with CRS protocols, deliver them to affected employees, and follow up to ensure agreements are implemented
- Coordinate with GKIM/IT and Finance to communicate and collect back outstanding financial advances and/or equipment from departing employees
Data and Transactions
- Capture and communicate employee lifecycle events (change in status, promotion, lateral move, termination, etc.) in a timely manner to the people and/or systems that need to be informed
- Provide timely metrics, and related analysis, to guide decision making, propose solutions and help business managers better understand GPR trends, issues, and gaps
Qualifications
Basic Qualifications
- Bachelor’s degree or relevant experience
- 5 or more years of experience in coordination of projects, Global Compliance, or Human Resources
- Proven ability to work effectively with a Professional Employer Organization (PEO) to manage international employee benefits, payroll, and compliance.
Knowledge, Skills And Abilities (SKAs)
- Knowledge of principles and practices of human resources management.
- Proficient use of MS Office
- Strong decision-making, problem-solving, and analytical skills
- Ability to assess multi-faceted issues, anticipate potential problems, and apply high level of skill and judgment around complex and ambiguous issues
- Effective written/verbal communication skills, active-listening, counseling, interviewing, investigating and report writing
- Well-developed people skills, high level of emotional intelligence; excellent interpersonal skills, and ability to develop strong trusting relationships with employees at all levels
- Ability to maintain high levels of integrity and confidentiality regarding agency and employee matters
- Able to work independently and collaboratively at both an operational and strategic level
- The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of GPR within the organization
Preferred Qualifications
- Project Management
- HRIS experience or other database experience a plus
Agency REDI Competencies (for All CRS Staff)
- Personal Accountability – Consistently takes responsibility for one’s own actions.
- Acts with Integrity - Consistently models values aligned with CRS Guiding Principles and mission. Is considered honest.
- Builds and Maintains Trust - Shows consistency between words and actions.
- Collaborates with Others – Works effectively in intercultural and diverse teams.
- Open to Learn – Seeks out experiences that may change perspective or provide an opportunity to learn new things.
Supervisory Responsibilities None
Key Working Relationships
Internal: GPR team members, staff, senior management, supervisors
External: HR Professionals, legal counsel, local/state government offices, vendors and consultants
- Our Catholic identity is at the heart of our mission and operations. Catholic Relief Services carries out the commitment of the Bishops of the United States to assist the poor and vulnerable overseas. We welcome as a part of our staff people of all faiths and secular traditions who share our values and our commitment to serving those in need.
Disclaimer:� This job description is not an exhaustive list of the skill, effort, duties, and responsibilities associated with the position.
Note: All positions requiring residence or frequent travel outside their home country must undergo and clear a pre-employment medical examination.
CRS' talent acquisition procedures reflect our commitment to safeguarding the rights and dignity of all people - especially children and vulnerable adults - to live free from abuse and harm.
EOE/M/F/D/V - CRS is an Equal Opportunity Employer. (For all US and International positions)
