Careers

Inglis enables people with disabilities – and those who care for them – to achieve their goals and live life to the fullest.
It is essential that all duties are performed with the highest level of integrity, while supporting Inglis Values and Standards of Excellence, ensuring the achievement of competencies and compliance with regulatory agencies.

The Human Resources Business Partner for Inglis will play a key role in supporting Human Resources daily strategies, activities and initiatives in functional areas which include Human Resources Information Systems (HRIS), Organizational Learning/Development, Recruitment, FMLA, Workers Comp, Onboarding, Employee & Labor Relations, and DEI initiatives.  This position primarily focuses on supporting Shared Services, IHC and ICS business lines. He/She, They/Them will demonstrate the ability to utilize a wide range of appropriate knowledge, skills, and attributes to achieve desired outcome and to incorporate new knowledge and skills into work performance within scope of the job responsibilities. This position will also provide support for HR and organizational projects as needed. 

This position will develop recruitment and retention strategies to effectively attract, train, motivate and retain employees. He/She will collaborate with the VP, Human Resources & the HR Manager on the development and evaluation of HR processes around Employee & Labor Relations, and DEI programs. To be successful, He/She must be mature, service oriented, an excellent team member and able to handle multiple priorities with shifting agendas.  It is essential that all duties be performed with the highest level of integrity, supports Inglis Values and Standards of Excellence, and ensures compliance with regulatory agencies.

This job description is intended to describe the general nature and level of work being performed by the person assigned to this position. The primary duties and responsibilities are intended to describe those functions that are essential to the performance of this job. This job description does not state or imply that the above are the only duties and responsibilities assigned to this position. There are other duties and responsibilities that are considered incidental or secondary to the overall purpose of this job. Employees holding this position will be required to perform any other job-related duties as requested by management. All requirements are subject to possible modification to reasonably accommodate individuals with a disability.

HR EMPLOYEE & LABOR RELATIONS
•    Utilizes solid business acumen to counsel Inglis Leaders and employees regarding interpretation of HR Policies and CBA (Collective Bargaining Agreement) while making sound and consistent recommendations. 
•    Builds performance-based relationships with managers, employees and delegates to maintain positive working relations. 
•    Leverages support from VP, Human Resources & HR Manager to adhere and comply to the CBA with good will and intent. 
•    Displays knowledge of Human Resources Laws and Acts (FLSA, NLRA, ADA, DOL etc.), Local, State and Federal guidelines to comply and support Inglis’ mission and business needs.
•    Leverages support from VP, Human Resources on legal and compliance matters that impact Inglis’ ability to operate and maintain operations.  
•    Partner with the VP, Human Resources & HR Manager to support the preparation and planning for contract negotiations including the authorization request, strike contingency plan and communication campaign.
•    Partners with Inglis leaders and the HR Manager to identify and address issues and trends relating to turnover and vacancies.
•    Support the Human Resources Team on the development and implementation of inclusive talent management processes
•    Supports the Employee Recognition Program and partners with Leadership to identify and implement retention strategies.
•    Support talent development by supporting educational/training sessions to explain policies and ensure compliance as needed.
•    Support the Employee Engagement process by seeking feedback to improve service on a continual basis and create an environment for success through good communication and team building. 
•    Supports the onboarding process with the HR Coordinator and IT analyst, and Director of Talent Development.
•    Ensures compliance with Performance Management Process. 
•    Ensure consistent application of policy & procedures to include employee performance improvement notice actions.
•    Support Exit Interview process by interviewing employees who voluntarily are terminating employment and providing analysis and trends.
•    Maintains knowledge of legal requirements and government reporting regulations impacting Human Resources functions ensuring policies, procedures and reporting are in compliance. 
•    Demonstrates mutual respect for diversity.

TALENT ACQUISITION
•    Supports the Talent Acquisition function and collaborates with Hiring Managers to ensure preemployment requirements for open roles are met to deliver diverse and qualified candidates. 
•    Counsels Hiring Manager on the recruiting process maintaining confidentiality, compliance and integrity while supporting the onboarding of new hires during 30,60,90 Day Check In’s. 
•    Plays a pivotal role in planning and coordinating New Hire Orientation while ensuring a good new hire experience. 
•    Leads recruiting activities and initiatives, including, but is not limited to posting job openings, attending career fairs, coordinating interviews, and generating offer letters.  
•    Work cross-functionally within HR to ensure talent selection and development processes are leveraging full network of talent.
•    Work cross-functionally within HR to ensure values are reflected in talent assessment and reward offerings
•    Manage talent acquisition vendor contracts and relationships and define standard processes and practices within talent acquisition.
•    Create marketing materials or programs that promote the employee value proposition (EVP)
•    Develop and manage process to forecast required talent and identify expected key competencies or capacity gaps.

STRATEGIC HR
•    Partner with HR Manager and VP, Human Resources to connect Inglis strategic needs with appropriate talent solutions.
•    Partner with the VP, Human Resources & HR Manager on the planning and implementation of organizational restructurings.
•    Partner with the VP, Human Resources to ensure compensation and benefits structures are compliant with necessary legislation and regulations
•    Audit compensation for internal equity and market competitiveness and propose remediation as required.
•    Partner with HR Manager and work cross-functionally within HR to ensure talent selection and development processes are leveraging full network of talent.
•    Partner with VP Human Resources and CFO in the development and management of asset management vendor contracts and relationships (pension fund, 401k, etc.)

PERSON-CENTEREDNESS
•    Demonstrates a real sense of inquiry and a personal willingness to learn.
•    Demonstrates the ability to take responsible actions within the parameters of the role without a constant need to be directed by others.
•    Demonstrates politeness and respectfulness and evidences the self-awareness of the effect of their behavior on others.

PEOPLE & TEAM LEADERSHIP
•    Demonstrates Inglis people and leadership values and behaviors
•    Demonstrates the Inglis code of conduct and builds trusted partnerships throughout the Inglis organization. 
•    Works daily to improve services & reporting, establishes and maintains effective relationships by gaining trust & respect.
•    Is approachable & easy to talk with; puts forth an extra effort to make people at ease; is patient & builds a rapport with customers and is a good listener
•    Is a team player, has the trust & support of peers & promotes collaboration within the HR Department

TECHNOLOGY:      
•    Actively engages in the use of computer systems and technology to enhance the day-to-day flow of information. 
•    Encourages and supports staff on the appropriate use of computer systems and technology. 
•    Data Mindset – Able to utilize existing data and reports to inform decisions and strategic plans. Familiar with common data sets –, staffing, HR People systems.  
•    Experience with Kronos/UKG.  
•    Able to combine multiple sources of data to solve existing problems and project future needs for the organization/and or program. Develop reporting on the core business operations. 
•    Encourage the use of the system to record all events accurately and in real time to promote an environment and culture of objective decision making.  
•    Utilize the change control process to ensure the systems are set up for optimal use with up-to-date data and processes, increase communication, improve decision making and increase transparency across all business lines.  
•    Office 365 – Able to use Office 365 suite to manage calendaring, virtual meetings, basic tasks in Word, Excel, and PowerPoint, and comfortable using Microsoft Teams.  
•    Utilizing Kronos tools for HR action functions for employee changes, status, job titles, promotions, corrective actions, etc. Review and approve timecards for EE productivity i.e. lateness, absence, overtime, and time off requests.  

ROLE SPECIFIC COMPETENCIES:
Organizational Understanding & Thinking- Demonstrates an understanding of the organization in its entirety 
and works to achieve results across disciplines, departments, and functions. Develops and maintains supportive relationships across the organization.

Employee Champion- Develops employee and organizational relationships and understands, values and promotes 
Diversity. Ensuring that the rights and needs of the employees are the central focus of all the activities conducted 
by the organization and its Human Resource department.

Problem Solving/Analysis- Considers multiple sides of an issue. Weighs consequences before making final 
decision. Makes informed decisions based on available information. Recognizes issues, and determines actions 
needed to advance the decision-making process. Follows up as necessary.

Tech Savvy- Scans the environment for new technical skills, knowledge, or capabilities that can benefit business or 
personal performance. Readily learns and adopts new technologies.

Project Management- Plan, organize, manage, and control all aspects of a project and the motivation of all 
involved to achieve the project objectives safely and within agreed time, cost, and performance criteria.

EDUCATION & EXPERIENCE:

In addition to the necessary skills and experience to perform the responsibilities outlined above, there are many traits that a successful candidate will possess.  

•    Required - BA/BS preferred in Human Resources or related field or 3 plus years of progressive experience in Human Resources.
•    SHRM- CP or SCP preferred. 
•    Solid knowledge of state and federal laws related to leave of absence and disability accommodation in an employment setting
•    Adaptable and creative in professional environments 
•    Must be technologically savvy with a working knowledge of UKG and Microsoft suite applications. 
•    Strong project management skillsets and the understanding that learning and training is one of constant change. 
•    Strong work ethic, integrity, and commitment to the Inglis vision and mission. 
•    Demonstrated knowledge of Human Resource Principles and guidelines.  Excellent administrative, communication, interpersonal and leadership skills. 
•    Preferred industry experience – None