LOW INCOME INVESTMENT FUND

Senior Human Resources Business Partner, Talent Management

Location: San Francisco, Los Angeles, New York, Atlanta, or Washington, DC
Reports to: Human Resources Manager
Exempt classification: Exempt
Status: Regular, Full time
Salary range: $110,000 to $125,000 Annually

THE COMPANY:
Low Income Investment Fund (LIIF) is a national community development financial institution (CDFI), headquartered in San Francisco with offices in New York City, Atlanta, Los Angeles and Washington, D.C., that invests in communities of opportunity, equity and well-being. As a CDFI, LIIF supports projects that have high social value but lack access to traditional financial institutions. Since 1984, LIIF has deployed more than $3.1 billion to serve more than two million people in communities across the country from its five offices. An S&P-rated organization, LIIF funds healthy communities by providing innovative capital solutions. Currently, LIIF is driving $5 billion in investments to advance racial equity (2020-2030). More on LIIF can be found at liifund.org.

POSITION SUMMARY:
The Sr. HR Business Partner (SHRBP) helps align the organization’s people strategy with its business strategy. They are not only an administrative expert and a people champion, but also a change agent and a strategic partner for the organization. Reporting to the Human Resources Manager (HRM) the SHRBP is the subject matter expert for all things talent management. This includes all activities throughout the employee’s life cycle (recruitment, onboarding, new hire orientation, and separation).

The SHRBP in the role is in charge of seeking out quality candidates, confirming their qualifications and placing them in open roles within the organization. Their duties researching the most suitable job boards, screening candidates through phone interviews and completing hiring documentation. In addition, the HRBP will be responsible for writing all job descriptions and ensuring all important information is provided to hiring teams as part of the pre-search process.

The SHRBP will coordinate pre-screening activities, including employment references, backgrounds, E-Verify, and salary confirmations. The SHRBP will create and communicate employment start dates and transition candidate from onboarding to new hire orientation.

The SHRBP will partner with department management on all internal promotions and separations. The SHRBP will partner with the HRM on all talent management announcements (new hires, promotions, separations) and serve as the point of contact for these internal communications.

In addition, the SHRBPs play a significant role in steering the organization towards its strategic goals through the optimization of both individual and collective performance. By establishing clear performance metrics and benchmarks, these professionals ensure that every team member is aligned with the company’s objectives, fostering a culture of continuous improvement and accountability. Through regular assessments and feedback mechanisms, the SHRBP identifies areas for development, orchestrates training programs, and implements performance improvement plans. This role not only focuses on enhancing productivity and efficiency but also emphasizes the importance of employee engagement and satisfaction as integral components of organizational success.

The SHRBP will work closely with the HRM to develop strategic plans that drive HR initiatives in these core functional areas. The SHRBP will work independently and exercise critical thinking skills to ensure all talent management activities are executed timely and efficiently. A strong HR/business acumen, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations will ensure success in this role.

The SHRBP will understand the entire talent management system at every stage of the employee lifecycle and will apply that understanding to craft integrated solutions that are sustainable and easy to follow. The SHRBP will also ensure that new hires and supervisors are aware of their early responsibilities (harassment training requirements, 90-day evaluations, etc.).

The SHRBP will ensure all job descriptions are up-to-date and provided to new hires at time of hire and/or promotion. The SHRBP will generate employment offer letters as well as employee promotion letters.

The selected individual will support the CPO and HRM with maintaining the strategic plan for the HR department and collaborates closely with team members to drive change, maintain key operational procedures, create new processes, and ensure day to day operational excellence. The SHRBP maintains and develops effective internal procedures, supports employee-related issues, and serves as a subject matter expert in these core and other HR functions.

The SHRBP will serve as a backup to other SHRBPs, which requires cross training and information sharing. The SHRBP easily connects with people and has a detail-oriented mindset to manage the changing nature of the workforce. The role requires the individual to serve as a liaison between management and staff with an ability to communicate timely and accurately, both in writing and verbally.

The SHRBP easily connects with people and has a detail-oriented mindset to manage the changing nature of the workforce. The role requires the individual to serve as a liaison between management and staff with an ability to be a subject matter expert in various HR disciplines.

PRIMARY DUTIES AND RESPONSIBILITIES:

• Serve as subject matter expert on all levels on matters of HR, talent management which includes recruitment, onboarding, compensation, performance management, and retention and rewards, and HR Compliance.
• Act as a key senior business partner to staff.
• Develop and implement performance management systems and processes to measure, report, and improve employee performance.
• Coordinate with HR to integrate performance management with other HR processes such as recruitment, training, and succession planning.
• Perform all necessary activities at pre-hire, recruitment, and new hire status.
• Review time records and resolve timekeeping issues prior to processing payroll.
• Calculate garnishments, off-cycle pay, separation pay, and all other payroll administration.
• Ensure new hires and supervisors comply with harassment trainings and 90-day evaluations timely.
• Oversee all recruitment activities from beginning to end. Ensure hiring teams and candidates are supported and have complete information to fully engage in the process.
• Communicate any challenges, delays to HRM timely and accurately.
• Compile reports for worker’s compensation compliance, including job classifications.
• Ensure job descriptions are up to date and compliant with all local, state, and federal regulations.
• Collaborate and support CPO and HRM in department specific projects.
• Demonstrate effective communication skills at all times to protect and enhance department and organization’s reputation by delivering service with excellence and error-free.
• Lead by example with the highest ethical standards, integrity, customer service, and enthusiasm.
• Experience with rapid and complex changing work environment.
• Maintain ongoing positive relationships with individuals within and outside the organization.
• Adhere to the LIIF’s core values and guiding principles.

DEPARTMENT SPECIFIC RESPONSIBILITIES:

• Always maintains confidentiality and sensitivity.
• Provides high level of customer service and support across the organization.
• Provides high level of customer service and support across the organization.
• Supports the HR Department in implementing systems and procedures to advance the work within the organization and employee experience.
• Build strong relationships with internal and external partners, fostering trust and promoting collaboration.
• Communicates effectively, timely, honestly.
• Supports other duties as assigned by management.
• These statements describe the primary duties and responsibilities of the job and are not intended to be an exhaustive list of all tasks. Other work duties may be assigned at any time with or without notice.

SKILLS, KNOWLEDGE, AND ABILITIES REQUIRED:

• Human Resources - Broad range of HR strategies and practices, including talent management and payroll.
• Communication - Confident presentation, communication, and people skills.
• Interpersonal - Strong people skills and the ability to build rapport across the organization while quickly and confidently gaining respect of others.
• Operational - Solid planning, organizational, and project management skills with the ability to multi-task and assimilate new information quickly.
• Emotional Intelligence - Energetic, forward-thinking, and creative individual with high ethical standards and an appropriate professional image.
• Business Acumen - Ability to apply HR strategies and practices in compliance with HR Best Practices.
• Interpersonal - Strong interpersonal skills and ability to build rapport across the company while quickly and confidently gaining respect of others.
• Communication - Effective verbal and written communication skills.
• Performance Management - Exceptional awareness of current performance management systems and protocols.
• Payroll Administration - Strong knowledge of all aspects of ADP Workforce Now.
• Analytical - Experience with analyzing data to guide strategic employment planning.
• Problem Solving - Ability to interpret and analyze complex data and exercise initiative, sound judgment, problem-solving, and decision-making.
• Technical - Ability to operate technical devices (e.g., computer, databases, laptop, tablet, smartphone etc.)

TEAMWORK/CUSTOMER RELATION RESPONSIBILITIES:

• Establishes effective working relations with cross functional team(s).
• Contributes to a high performing/positive team culture.
• Shares knowledge, time, and expertise to assist other members of team.
• Timely and accurately responds to requests and inquiries from across Foundation.
• Demonstrates “can do” attitude as priorities shift

EDUCATIONAL AND OTHER REQUIREMENTS:

• An advanced degree in Human Resources, Organizational Development, Business Administration, or related is preferred, but not required.
• Minimum Bachelor’s degree - Graduate from an accredited school. Area of emphasis: Human Resources, Organizational Development, Business, or related degree.
• Minimum Associate degree - Human Resources, Communications, Business Administration, or related discipline.
• Minimum of 5 years of demonstrated success within human resources, including partnering and influencing leaders and staff at all levels, helping deliver strategic people initiatives that positively impact business results
• Two years of experience in ADP-WFN database.
• Minimum of 3 years of demonstrated success working within a not-for-profit, face paced environment.
• Experience working with multi-state, multi-location environments preferred
• Certification – SHRM Designate or Equivalent preferred
• Travel as needed - The incumbent may need to travel to other LIIF offices, currently in San Francisco, Los Angeles, DC, Atlanta, New York and affiliates in Ohio
• Valid Driver’s License Required - Driving to meetings and/or events may be necessary

Additional Requirement:

All Low Income Investment Fund (LIIF) employees must be fully vaccinated against COVID-19. In accordance with LIIF's policies, we provide reasonable accommodations, absent undue hardship, to qualified individuals who cannot get vaccinated against COVID-19 because of sincerely held religious or medical reasons. If you believe you need an accommodation from the vaccination mandate required by this policy, please notify our Human Resources Department.

HOW TO APPLY:

Please apply with Resume and Cover Letter via our recruitment portal:

Recruitment (adp.com)

Notice to Third Party Recruitment Agencies:

Please note that Low Income Investment Fund does not accept unsolicited resumes from recruiters or employment agencies. In the absence of an executed Recruitment Services Agreement, there will be no obligation to any referral compensation or recruiter fee.

In the event a recruiter or agency submits a resume or candidate without an agreement Low Income Investment Fund shall explicitly reserve the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. Any unsolicited resumes, including those submitted to hiring managers, shall be deemed the property of Low Income Investment Fund.

We do not accept unsolicited phone calls. Only candidates being considered for a position will be contacted.

LIIF, an EOE (Equal Opportunity Employer), believes that diversity ensures excellence. All qualified applicants will receive consideration for employment without regard to race, color, religion, sexual orientation, gender, or national origin. Candidates of diverse background and with diverse experience are strongly encouraged to apply for this position.