Human Resources Business Partner - Mardak

About Boys & Girls Clubs of Greater Milwaukee

Since 1887, Boys & Girls Clubs of Greater Milwaukee (BGCGM) has been a trusted, stabilizing force for young people, providing safety, belonging, and opportunity through generations of change. Serving more than 20,000 youth annually, BGCGM is the second oldest and largest single-city Club organization in the country, and a flagship chapter of Boys & Girls Clubs of America.

BGCGM’s mission is to inspire and empower all young people, especially those who need us most, to reach their full potential as productive, caring, responsible citizens. Our staying power endures because the core of our work never wavers. This enduring cycle ensures that our mission not only lasts but evolves with each new generation of Milwaukee’s youth. Under the leadership of President & CEO Jeff Snell, and with the strong partnership of the Board of Trustees, BGCGM is executing an ambitious strategic plan: a seedbed for Milwaukee’s youth. Beginning with a safe, fun, enriched environment where members put down roots and flourish through key developmental stages, this strategy centers on delivering high-quality, foundational experiences for their life’s trajectory strengthening the future of the City of Milwaukee.

Summary

Boys & Girls Clubs of Greater Milwaukee is currently growing and opening operations in 10 new school sites in Wauwatosa, WI and we will be adding another 110 employees due to this growth. Our organization currently has 50 locations across the Milwaukee and will employ approximately 650 employees a year after this new growth, with this position being responsible to provide HRBP services to these 10 new sites in Wauwatosa, as well as to a selection of existing sites along with our two current HRBPs. Our Human Resources Business Partners are the primary interface with operational leaders and employees, and create value for our organization by: administering HR processes, practices, and policies in ways that ensure our organization remains legally compliant; by providing advisement and guidance to operational leaders on people-related matters so our organization can operate at an optimum level to achieve successful outcomes; and by creating a positive employee experience through the delivery top-notch customer service to organizational leaders and employees. 

Key Responsibilities

Full-scale Talent Acquisition

• Inclusive of posting jobs to various recruiting sites, assisting leaders with creating position descriptions, performing compensation analysis using CompAnalyst software, and assisting operational leaders with workforce planning efforts. 

New Hire Employee Onboarding

• Provide education and training to operational leaders on TA processes/policies and HR best practices for hiring top talent. 
• Accurately record data and maintain the Talent Acquisition Tracker so operational leaders can view the status of new hires as they move through the various pre-hire onboarding steps and progress towards being cleared to start work. 
• Communicate with new hires to assist them through the various steps in the pre-hire onboarding process. (Most BGCGM operational club sites are DCF regulated, so the pre-hire onboarding process is a lengthier process vs. other companies.) 
• Process and accurately verify I-9, educational verification, and reference checks to clear an employee to start work. 

Employee Relations

• Employ legally compliant and HR industry best practices for handling end-to-end employee relations cases. 
• Perform investigatory interviews and assess case findings to determine a recommended course of action for the employee(s) involved in the case. 
• Monitor the HR Employee Relations inbox on a daily basis to provide a timely initial response for new cases.
• Record data and accurately maintain the HR Employee Relations Tracker.

Performance Management

• Train and assist leaders in learning BGCGM’s new ADP performance management tool and methodology.
• Provide advisement to operational leaders on assessing and rating employee performance and also in understanding how employee increases impact their labor budget. 
• Maintain annual employee performance evaluation databases to track employee changes.

HRIS Employee Data Management

• Develop SOP/training materials and presentations and deliver training to operational leaders to enhance their efficiency and accuracy in utilizing ADP functionality.
• Process ADP people management transactions, inclusive of: hires, transfers, promotions, terminations. 

• Create and generate basic ADP data reports as needed. 

Employee Talent Development

• Develop training materials and presentations to help employees grow their professional skills in people-related subjects. 

Human Resources Policy Development

• Participate in developing and revising HR policies and procedures, such as policies in the BGCGM Employee Handbook. 

Other duties as assigned.

Qualifications and Experience 

• Bachelor’s degree required in Human Resources, Business Administration, or related field.
• SHRM-CP or PHR certification preferred.
• Five to eight years of experience in a HR generalist or similar role required.
• Experience with HR Information Systems (ADP preferred) required. 
• A detail-orientated mindset is necessary to perform work of this nature. 
• Strong administrative and organizational skills are required to ensure that work is completed timely, accurately and in compliance with BGCGM processes/practices/policies and with federal and state employment laws/regulations.
• Excellent interpersonal communication skills are required to provide top-notch customer service to leaders and employees. 
• Experience working with sensitive and confidential information, and a demonstrated history of safeguarding such information.
• Excellent professionalism, ethics, and embodiment of the BGCGM mission and values. 
• Ability to positively represent BGCGM among various stakeholder groups.
• Knowledge of relevant practices related to primary job responsibilities. 
• Knowledge of federal and state regulations appropriate to job responsibilities.
• Computer literacy with Microsoft 365 Office Suite.
• Must have a valid WI driver’s license, good driving record, and meet state-required automobile insurance minimums. 

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit and use hands to touch, handle, or feel. The employee is occasionally required to stand and reach with hands and arms. The employee must occasionally lift and/or move up to 30 pounds. 

Specific vision abilities required by this job include close vision, distance vision, and ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

BGCGM provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. BGCGM complies with applicable state and local laws governing non-discrimination in employment. Auxiliary Aids and services are available to individuals with disabilities upon request. If you need this material interpreted to a language you understand or in a different format, or need assistance in accessing services, please contact us at 414-267-8100. Deaf, hearing or speech impaired callers may reach us by the Wisconsin Relay number 711.