Regional HR Business Partner

Provide Human Resources (HR) support to assigned locations. Consult with management and employees to identify, evaluate, and resolve employee issues and work performance problems. Support and ensure consistent execution of HR initiatives in the areas of performance management, training, compliance, and employment practices by aligning with the Regional HR teams.

Pay Range: $90,000.00 - $105,000.00

What We Offer:

Tuition Waiver: Enjoy a tuition waiver after 6 months of employment for you AND your immediate family offered at UTI and Concorde campuses
• Paid Time Off: Competitive paid time off programs for employees (Vacation, Sick, Flexible)
• Retirement Matching: 50% match on the first 6% of your contributions after 90 days
• Paid Parental Leave: 4 weeks of paid leave for both birthing and non-birthing parents to bond with a new baby
• Competitive Insurance: Health, vision, and dental coverage for you and your dependents
• Pet Insurance: Competitive coverage for your furry family members through ASPCA
• Health Plan Enrollment: Eligibility starts first of the month following completing one full month of employment

• Cultivate and strengthen productive relationships with stakeholders while supporting and implementing human capital initiatives, programs, and services.
• Proactively identify challenges, offer guidance to leaders, and drive effective solutions.
• Consult with stakeholders to identify, evaluate, and resolve employee issues, hotline call reports and work performance concerns within established practices
• Ensure consistency across all functions by facilitating meaningful two-way communication among Campus Presidents, offsite leadership, and the Home Office.
• Engage and partner with cross functional teams to independently drive projects with minimal supervision from concept to completion
• Utilize technology resources to develop and deliver project content and resources
• Provide strategic HR guidance and serve as primary HR contact for assigned business units, acting as backup for other business units
• Guide leaders in the administration and interpretation of compensation policy, assuring consistent administration throughout
• Propose, evaluate, and deliver HR processes that align with (and support) stakeholder objectives; evaluate campus HR practices and trends to ensure best-in-class HR solutions are implemented throughout
• Manage and coordinate ADA interactive process
• Collaborate and engage with other HR specialty departments to fulfill stakeholder needs.
• Oversee and coordinate the complete performance management cycle, including goal setting, employee feedback and coaching, performance evaluations, and corrective actions.
• Guide leaders on all performance management activity ensuring they comply with regulations, laws, policies, and procedures
• Identify and propose development opportunities by partnering to facilitate and create training using suitable resources.
• Continuously monitor and promote compliance with employment laws, company policies, and established procedures.
• Leverage HRIS and other technology platforms to track, record, and monitor trends
• Produce and analyze ad hoc reports to identify trends and then propose solutions to correct and realign with organizational goals
• Foster and maintain a safe working environment by executing safety plans, procedures, and policies
• Partner with local resources to manage worker's compensation claims, identifying and implementing return-to-work plans
• Participate in case coordination with insurance and claim teams
• Assist with site-specific safety initiatives
• Other duties as assigned

Education / Experience

• Bachelor's degree in Business, Human Resources, or a related field (required).

• Minimum of five (5) years of progressive HR experience as a generalist, specialist, analyst, or business partner (required).

• Experience in education or other highly regulated industries, as well as in multi-site, multi-state environments (highly preferred).

• PHR or SHRM-CP certification (preferred).

Knowledge

• Strong working knowledge of:
• Federal and state employment laws (especially ADAAA, FMLA, and state specific leave/disability regulations), employee relations best practices, and corporate policies and procedures
• Investigatory protocols, procedures, and best practices (e.g. Harassment, discrimination, etc.)
• Principles and procedures for employee relations, engagement, organizational change management, project management, and HR information systems
• Auditing processes and procedures
• Record keeping, versioning, document retention and other administrative processes and procedures
• Worker's compensation practices and processes

Skills

• Actively seek opportunities to assist employees with their needs.
• Understand the implications of new information for both current and future problem-solving and decision-making
• Be aware of others' reactions and understanding why they react as they do
• Identify complex problems and reviewing related information to develop and evaluate options and implement solutions
• Present ideas in a clear and compelling manner, both verbally and in written format
• Exceptional listening and conflict resolution skills
• Intermediate level presentation and training facilitation skills
• Drive, and be accountable for, results in a fast-paced environment
• Intermediate proficiency with productivity software (e.g., MS Office), HRIS (such as UKG), and additional enterprise-level software (e.g., Adobe DC, SharePoint).

Abilities

• Able and willing to:
• Communicate, think, learn, and reason
• Use computers and computer systems (including hardware and software) to process transactions, store documents, enter data, or perform assigned tasks
• Safely ambulate and/or maneuver when on-site UTI locations
• Demonstrate and utilize active listening, inductive reasoning, information ordering and category flexibility

Work Environment

• Work is primarily conducted indoors within a climate-controlled environment when on-site at a UTI location.
• Hybrid work arrangements (remote and onsite) are available; employees must meet minimum technical standards for eligibility and participation.