View Our Website View All Jobs

Senior HR Business Partner

Senior HR Business Partner

Creative Circle is a premier staffing agency delivering advertising, marketing, creative, and interactive talent solutions to businesses ranging from startups to Fortune 100 corporations. We represent some of the industry’s most talented individuals, and our company is growing along with our reputation.

We are seeking a Senior HR Business Partner to join our HR team.  This position will participate in developing and implementing department goals, objectives and systems that support the overall business strategy and act as a mentor to assist other HR functions in the execution of projects and transactional workload.  This individual will be expected to build strong relationships with the field (29 offices across the US + Toronto) and corporate management to provide guidance and support on HR initiatives and employee concerns, balancing employee advocacy and business operating needs.  This is a generalist role and the ideal candidate will have a strong background in employee relations, compensation and performance management.  A proactive, flexible and customer-oriented approach, good judgement and decision making skills and the ability to thrive in a fast-paced environment are the keys to success in this position.  This position reports to the Director of Human Resources.

Duties & Responsibilities

Employee Relations – Provide guidance and support to management and the field to quickly address and resolve a broad range of employee relations issues as they arise with freelance employees and clients.  Work closely with management to address internal employee performance issues, prepare performance documentation and recommend appropriate employment actions.  Conduct workplace investigations and resolve employee complaints. Coordinate with legal counsel as needed and ensure that company policies are administered fairly and consistently throughout the organization.  Conduct exit interviews and utilize data to identify issues and trends and make recommendations for appropriate training, coaching and corrective action as needed.  Promote equity, fair treatment and positive employee relations.

Compliance – Develop and implement HR policies and programs to ensure compliance with legislation in multiple jurisdictions (e.g. sick leave, ‘ban the box’, wage history, equal pay, etc.)  Coordinate required training and distribution of policies as needed.  Maintain employee records in compliance with state and federal requirements. 

Performance Management – Administer the annual performance appraisal process for corporate employees.  Ensure the timely delivery, review and return of performance appraisals.  Provide guidance to managers regarding performance, promotions, etc. and manage the salary increase process.

Compensation – Participate in compensation projects including compensation analysis, commission and bonus program development and administration, development of new compensation plans and review of existing compensation plans.

HR Processes & Initiatives – Partner with HR teams to continuously improve the overall effectiveness and efficiency of HR processes, programs and procedures.  Lead or participate in HR initiatives:

  • Communication & Training - Develop creative ways to communicate “must know” HR information to the field.  Work with the HR Director and Training team to develop HR-related training for new managers.
  • Affirmative Action Plans – Partner with HR team members and other departments to develop and maintain the company’s affirmation action plans.  Oversee annual EEO-1 report filing.
  • Onboarding & New Hire Orientation – Participate in redesigning onboarding and new hire orientation processes.  Partner with Recruiting and Training to optimize the employee experience.
  • Job descriptions – Review existing job descriptions for accuracy and update as needed. 
  • Events - Participate in planning activities and events that promote a positive and motivating work environment.

Other projects or duties as assigned.

 

Education and Work Experience

  •        Bachelor's degree or equivalent in Human Resources, Business, Organization Development or           equivalent.
  •        5-8 plus years in HR positions with progressive responsibility.
  •        Strong background in employee relations and performance management is a must.                            Compensation experience is highly desired.
  •        Experience in the staffing industry and or creative field in Human Resources is also a plus.

Skills/Abilities and Knowledge

  •         Demonstrated success in the development and administration of HR programs and processes              utilizing HR best practices.
  •          Strong knowledge of employment laws in a multi-state environment.
  •          Strong knowledge of employee relations procedures and applicable law.
  •          Ability to communicate with all levels of management and staff in a professional manner.
  •          Ability to maintain a high level of confidentiality.
  •          Excellent oral and written communication skills.
  •          Effective consultative and coaching skills.
  •          Excellent organizational and prioritization skills.Ability to make decisions and solve problems in            a fast paced environment.
  •          Proficient computer skills in a Microsoft Windows environment.
  • Knowledge of HR systems, databases (ADP a plus) and reporting.

Certifications and/or Licenses

Certification for Human Resource Professionals (PHR, SPHR), a plus

Travel

Occasional out-of-area and overnight travel may be expected.

Creative Circle is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law. Creative Circle will consider qualified applicants with criminal histories in a manner consistent with the requirements of applicable law. If you need a reasonable accommodation in the application process, please contact your Recruiter (the person you'll be interviewing with) or a member of our Human Resources team to make arrangements.

Read More

Apply for this position

Required*
Apply with Indeed
Attach resume as .pdf, .doc, or .docx (limit 2MB) or Paste resume

Paste your resume here or Attach resume file

150
To comply with government Equal Employment Opportunity / Affirmative Action reporting regulations, we are requesting (but NOT requiring) that you enter this personal data. This information will not be used in connection with any employment decisions, and will be used solely as permitted by state and federal law. Your voluntary cooperation would be appreciated. Learn more.
Gender
Race

Invitation for Job Applicants to Self-Identify as a U.S. Veteran
  • A “disabled veteran” is one of the following:
    • a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or
    • a person who was discharged or released from active duty because of a service-connected disability.
  • A “recently separated veteran” means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
  • An “active duty wartime or campaign badge veteran” means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
  • An “Armed forces service medal veteran” means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Veteran status
I IDENTIFY AS ONE OR MORE OF THE CLASSIFICATIONS OF PROTECTED VETERAN LISTED ABOVE
I AM NOT A PROTECTED VETERAN
I DON’T WISH TO ANSWER

Voluntary Self-Identification of Disability
Voluntary Self-Identification of Disability Form CC-305
OMB Control Number 1250-0005
Expires 1/31/2020
Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities.i To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • HIV/AIDS
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Please check one of the boxes below:

You must enter your name and date
Your Name Today's Date
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.


iSection 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.


PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.