Human Resources Business Partner at Epiq Class Action & Claims Solutions in Beaverton, Oregon

Job Description:

It's fun to work at a company where people truly believe in what they are doing!

Job Description:

The Human Resources Business Partner (HRBP) works directly with business leaders and teams to lead and execute the HR strategy that fosters a high performing business and engages our employees to sustain our high performing organization and culture. Strategically, the HRBP works with business leaders to ensure business units are operating effectively, leveraging talent appropriately and sustaining a positive culture and work environment. At a tactical level, the HRBP provides immediate response and support to the business on HR issues, such as employee relations, compensation and benefits, conflict resolution, risk mitigation, etc. and works both promptly and thoughtfully to resolve these issues. The HRBP will support enterprise-wide HR initiatives and processes related but not limited to policies and procedures, recruitment/staffing, compensation and benefits, training and development, performance management, talent management and employee services, all of which must be done in the context of enabling business success.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Provides partnership to multiple business groups and leaders to ensure units are strategically aligned, structured properly to facilitate seamless operations and productivity, and staffed with the right number and level of talent to meet business objectives.




• Provides day-to-day collaboration and support on all types of employee relations issues and works promptly with key partners to resolve conflict, mitigate associate and organizational risk, and maintain high levels of performance and retention.




• Maintains excellent standards of HRIS data integrity, including regular audits and compliance checks.




• Leads efforts to support and promote the organizational culture including adoption and adherence to the Epiq cultural values.




• Provides direction and support on a multitude of talent acquisition activities such as recruiting, interviewing, on-boarding etc. to ensure the business is hiring top talent in alignment with strategic business goals and objectives.




• Partners with business groups to sustain and increase employee and team performance levels through timely execution of performance coaching, corrective action and quality completion of the performance management process.




• Supports talent development including the identification of development opportunities for associates, partnership on identification of development solutions, and the execution of organization-wide development programs and initiatives.




• Coaches and facilitates the business and its employees through effective change management practices to ensure broad-based organizational change initiatives are successfully adopted and executed.




• Administers enterprise-wide and local HR policies and procedures; appropriately partners with internal Legal team to ensure policies comply with local law; delivers training to managers and employees as appropriate to ensure understanding and compliance with policies.




• Supports enterprise-wide initiatives such as performance management, leadership development, compensation, engagement surveys and HR policies and procedures.

LEADERSHIP COMPETENCIES:

Results Driven - Sets stretch goals for personal and team accomplishment and works tenaciously to achieve those goals; acts with a sense of urgency; takes the initiative on actions; identifies what needs to be done and takes action before being asked; does more than what is normally required in a situation; establishes metrics to monitor progress and measure success; maintains focus by avoiding or overcoming roadblocks.

Building Effective Relationships – Identifies opportunities to build strategic relationships with individuals in other areas of the business and team in an effort to achieve business goals; develops the partnership through information exchange, clarification of partnership benefits and definition of partnership scope and expectations; recognizes the business concerns and perspective of others; shares information and own expertise with others to enable them to accomplish group goals.

Influencing Others – Uses appropriate interpersonal styles to persuade others to accept a position or initiative that results in action to positively impact business results; assesses the current situation and adapts interpersonal style to suit the target audience; makes recommendations based on the desire to achieve a specific impact or effect or a course of action adopted by others; seeks mutually beneficial solutions; obtains cooperation from others, including those who are not direct reports.

Managing Change – Facilitates the implementation and acceptance of organizational change; addresses resistance to change and helps individuals adapt to change; encourages and rewards others to identify opportunities to do things differently; eases change through effective simplification of complex, contradictory situations.

QUALIFICATIONS:

• 3+ years of relevant human resources business partnership experience; operational or technology business group support a plus.




• Proven ability to support innovation and change.




• Self-starter with demonstrated ability to multi-task in busy, fast-paced environment.




• Experience in dealing with complex employee relations issues




• HRIS and strong data competency, Workday experience an advantage.




• Strong familiarity and experience executing HR disciplines including organizational effectiveness, talent management, performance management, etc.




• High degree of collaboration and team-orientation.




• Exhibit critical skill of building trust, relationship building and partnering with all levels of management.




• A bachelor’s degree in human resources or a closely related-field #LI-RC1

If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!

It is Epiq’s policy to comply with all applicable equal employment opportunity laws by making all employment decisions without unlawful regard or consideration of any individual’s race, religion, ethnicity, color, sex, sexual orientation, gender identity or expressions, transgender status, sexual and other reproductive health decisions, marital status, age, national origin, genetic information, ancestry, citizenship, physical or mental disability, veteran or family status or any other basis protected by applicable national, federal, state, provincial or local law. Epiq’s policy prohibits unlawful discrimination based on any of these impermissible bases, as well as any bases or grounds protected by applicable law in each jurisdiction. In addition Epiq will take affirmative action for minorities, women, covered veterans and individuals with disabilities. If you need assistance or an accommodation during the application process because of a disability, it is available upon request. Epiq is pleased to provide such assistance and no applicant will be penalized as a result of such a request.  Pursuant to relevant law, where applicable, Epiq will consider for employment qualified applicants with arrest and conviction records.