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Human Resources Business Partner

CTI Education Group

This is a Full-time position in Chicago, IL posted January 8, 2021.

n n nn Job Description
– Human Resources Business Partner (2000029K) nn nn Job Description nn nn Human Resources Business Partner ( n Job Number: n 2000029K ) nn nn Description nn nn Chicago Public Schools (CPS) is the third-largest school district in the United States, serving over 340,000 students in more than 600 schools and employing nearly 36,000 people, most of them teachers.

CPS has set ambitious goals to ensure that every student, in every school and every neighborhood, has access to a world-class learning experience that prepares each for success in college, career and civic life.

In order to fulfill this mission we make three commitments to our students, their families and all Chicagoans: academic progress, financial stability and integrity.

Six core values are embedded within these commitments – student centered, whole child, equity, academic excellence, community partnership, and continuous learning.  nn nn Job Description : nn nn We are seeking an entrepreneurial self-starter with excellent project management skills to join the Talent Office as a Human Resources Business Partner (HRBP).

This person will report to the Human Resources Manager and play a critical role in supporting strategic priorities and operational functions for Central Office and Citywide departments in the areas of compensation, employee relations, talent management and workforce planning among other HR generalist functions.

This role is critical in implementing new and impactful Human Resources programs, policies and processes that embrace diversity, foster inclusion and promote equity (i.e.

DEI) throughout CPS.  nn nn The Human Resource Business Partner is expected to perform the following responsibilities: nn nn Serve as the primary contact providing counsel and consultative support to an assigned portfolio of Central Office and Citywide departments and internal partners across all levels of the organization nn nn Develop in-depth knowledge of your assigned portfolio providing differentiated support to meet the department’s unique needs nn nn Partner with portfolio hiring managers to facilitate effective, DEI-rooted hiring processes  nn nn Recommend and implement operational improvements to streamline internal HR processes, increase efficiency, and foster a fair and equitable work environment nn nn Compile workforce reports and perform data analysis related, but not limited to talent management, workforce planning, and organizational restructurings  nn nn Provide training and support to staff on HR systems including our HRIS (PeopleSoftt), applicant tracking (Taleo), and budgeting systems (Oracle) nn nn Support HRIS, Oracle and Taleo applicant tracking system data integrity and accuracy by facilitating and performing weekly and quarterly data cleanups nn nn Support Talent leadership on additional ad hoc projects as necessary nn nn Partner with the HR Manager and the Office of Employee Engagement to proactively resolve employee relations issues, HR investigations, and disciplinary proceedings nn nn Manage layoff process and staff organization analysis for central office, school-based, and citywide staff to ensure the optimization of talent and resources nn nn Coach, train and advise managers and staff regarding employee relations, talent management and human resources issues using sound judgment and by ensuring counsel is in line with Board of Education policies and applicable laws/regulations nn nn Aid in the development, design, and implementation of a centralized onboarding/orientation, exit interview and offboarding process for Central Office and Citywide departments and other projects nn nn Diagnose departmental and organizational challenges and develop and implement strategies to resolve issues nn nn Compensation nn nn Support the plan design, development, and implementation of compensation programs nn nn Partner with the Compensation Manager to develop, implement, and evaluate compensation policies/programs and pay structures nn nn Provide analytical expertise, guidance, and interpretation of varied compensation policies to departments across the organization nn nn Conduct job evaluation, job pricing, pay structure and market pricing benchmarking and analysis to provide fair and equitable salary recommendations for internal and external candidates nn nn Analyze and interpret policies, law changes, and procedures to support the development and documenting of HR/compensation procedures to ensure compliance with regulatory requirements nn nn Project Management nn nn Partner with the HR Manager and Deputy Chief Talent Officer to determine strategic priorities, define project scope, objectives and deliverables, and lead change management nn nn Ensure projects are delivered on-time, within scope and budget and are of the highest quality  nn nn Effectively manage relationships with stakeholders and escalate issues to the HR Manager and other senior leaders as needed nn nn Design and facilitate continuous improvement initiatives specifically focused on increasing organizational, team, and individual performance  nn nn Analyze internal and external metrics to assess organizational effectiveness and recommend changes to positively impact service and operations nn nn Actively manage projects including creating detailed project plans, regularly track and monitor progress via key metrics, and adjust project scopes, schedules and costs as necessary nn nn Perform additional ad hoc duties and projects as assigned  nn nn Type of Education Required: nn nn Bachelor’s degree from an accredited college or university; Master’s degree preferred nn nn HR Certification: PHR/SPHR, SHRM-CP/SHRM-SCP preferred  nn nn Type of Experience & Skills Required : nn nn Minimum of five (5) years of strategic high-volume human resources generalist experience in a fast-paced work environment  nn nn Minimum of four (4) years of experience leading large-scale, complex human resources initiatives with ambitious goals and deadlines nn nn Significant project management experience and proven record of building strategic HR systems and programs  nn nn Self-motivation, dedication and drive to succeed  nn nn Impeccable judgment, integrity, curiosity and professionalism nn nn Comfortable with ambiguity and establishing a direction on one’s own, with frequent support but without requiring constant supervision nn nn Ability to manage relationships at all levels of the organization nn nn Strong facilitation and communication skills, ability to present information to audiences at all levels of the organization nn nn Ability to analyze a problem/question and decide the level of importance and necessary level of intervention or escalation necessary  nn nn Organization & Project Management – Keeps track of upcoming, ongoing, and prior work products.

Quickly adjusts to shifting priorities and deadlines and can juggle multiple and varied projects simultaneously.

Develops realistic action plans and utilizes the team effectively to achieve department goals.

nn nn Data Analysis & Analytical Thinking
– Ability to build and create data, analyze statistics, identify trends, and make balanced, objective recommendations in a proactive manner to achieve maximum results.

nn nn Influence & Leadership – Demonstrates a leadership presence that gains the confidence of others, and establishes oneself as a leader.

Actively listens to others, understands nuance, and effectively interprets motivations/perceptions.

Able to integrate feedback from others to achieve better results.  nn nn Judgment
– Ability to make sound decisions, and discern when a matter should be escalated to the next level.

Has a strong regard for confidentiality and employs sound reasoning to make quick determinations.  nn nn Collaboration – Initiates, builds, and manages cohesive partnerships and professional relationships both internally and externally.

nn nn Communication with Stakeholders – Gears communication towards the target audience.

Communicates at a high level in both written and verbal form with an impeccable detail-orientation and a focus on customer service and relationships.

nn nn Technical HR Acumen – Knowledgeable about human resources practices and state and federal labor and employment laws.

Has a strong regard for confidentiality and employs sound reasoning to make quick determinations.

nn nn Residency Requirement : nn nn As a condition of employment with the Chicago Public Schools (CPS), employees are required to live within the geographic boundaries of the City of Chicago within six months of their CPS hire date and maintain residency throughout their employment with the district.

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