Human Resources Liaison

Position Summary:

Reporting to the Director of Human Resources, the HR Liaison serves as the primary point of contact between the HR department and other divisions. This role is responsible for facilitating communication, ensuring compliance with HR policies, and providing operational support for HR-related transactions. The HR Liaison works closely with Payroll and Talent Acquisition to support the onboarding process, address employee concerns, and ensure the smooth implementation of HR policies and procedures. Additionally, this role partners with division leaders to initiate, coordinate, and manage human resources transactions, acting as the key point of contact for all HR-related tasks within the division.

Essential Duties:

• Understand and promote the organization's Mission, Vision, and Core Values to ensure alignment with organizational policies and procedures.
• Collaborate with the Talent Acquisition Partner to manage the onboarding process, including background checks, document collection, and appointment scheduling.
• Serve as the division's first point of contact for HR-related inquiries, providing guidance to employees and managers on various HR matters.
• Ensure adherence to hiring policies and completion of required pre-employment clearances.
• Support managers with employee concerns, performance evaluations, and conflict resolution.
• Process employee status updates such as new hires, promotions, salary adjustments, and data changes in HR systems.
• Maintain accurate personnel records and ensure compliance with company policies and regulatory requirements.
• Track and manage HR compliance, including clearances, and assist divisions in maintaining audit readiness.
• Support completing and submitting Personnel Action Notices (PANs) and other HR-related documentation.
• Support the HR team and division leaders in talent management initiatives, including succession planning and employee development programs.
• Work with leadership to identify training needs and employee growth and development opportunities.
• Assist managers with the performance management process, including setting expectations, conducting evaluations, and developing employees.
• Conduct exit interviews with departing employees, gather feedback, and provide insights to improve employee retention.
• Oversee the offboarding process, ensuring smooth transitions for exiting employees, including final pay processing, benefits termination, and return of company property.
• Partner with the broader HR team on initiatives such as policy development, employee engagement, diversity and inclusion efforts, and HR system implementations.
• Participate in HR audits, reporting, and continuous improvement efforts to enhance HR service delivery.
• Lead and support change management initiatives during organizational changes, including restructuring or policy updates.
• Act as a change agent by guiding employees and managers through periods of transformation, ensuring engagement and adaptation.
• Perform other tasks as assigned.

Minimum Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 2-4 years of experience in human resources or a related field.
• Experience in compliance with regulatory requirements, including employment law and labor standards (e.g., PFL, FLSA, ADA, EEO).

Key Competencies:

• Proficiency in Microsoft Word, Excel, PowerPoint, and HR software systems (e.g., Workforce, ADP).
• Excellent verbal and written communication skills,
• Excellent interpersonal skills and ability to work with diverse personalities at all levels of the organization.
• Highly organized, detail-oriented, and capable of prioritizing multiple tasks in a fast-paced environment.
• Able to handle time-sensitive tasks with quick turnaround times, using discretion when managing confidential, sensitive HR information.
• Collaborative team player, able to work effectively with division leaders, Payroll, and Talent Acquisition.

It is the policy of Children's Aid to provide equal employment opportunity to all employees and applicants for employment and is dedicated to maintaining a work environment that is free from harassment and discrimination. Children's Aid will not tolerate discrimination, harassment, or retaliation on any basis, including race, creed, color, national origin, ethnicity, alienage or citizenship status, gender/sex (including pregnancy), disability, religion, source of income, sexual orientation, gender identity or expression, age, familial status, caregiver status, military status, marital or partnership status, status as a victim of domestic violence, sexual violence or stalking, predisposing genetic characteristics, arrest or conviction record, credit history, unemployment status or any other characteristic protected by federal, state or local law. Children's Aid is committed to complying with applicable state and local laws governing non-discrimination in employment. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.