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HR Business Partner

Job Summary:

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management. The position formulates partnerships while delivering value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the organization’s financial position, culture and competition. The HRBP is responsible for administering all human resource policies, procedures and practices. This position reports to the Chief Financial Officer.

Essential Functions*:

  • Employee relations
    • Cultivates and maintains productive relationships with NSL staff in order to serve as the primary point of contact for employees. 
    • Responds to employee questions and concerns regarding employment in a timely and professional manner.
    • Conducts effective, thorough and objective investigations. 
    • Consults with Chief Financial Officer and/or CEO regarding elevated employee relations issues; assists in resolution of elevated issues as requested.
    • Coordinates employee recognition and reward programs as well as staff activities and events.
  • Employee Benefits
    • Tracks and processes employee benefits eligibility, enrollments, terminations, and changes in an accurate and timely manner. This includes but is not limited to retirement, group medical, employee leave, disability, life and paid time off plans. 
    • Coordinates with accounting/payroll to ensure accurate benefit recording, enrollment and billing.
    • Assists in coordinating annual benefits renewals and open enrollment periods. 
    • Assists with ensuring NSL’s preparedness for, and compliance with, healthcare legislation. 
    • Responds to claims for unemployment compensation as needed. 
  • Performance Management
    • Manages the annual performance review process, including providing guidance and support to managers and employees throughout the process.
    • Serves as an advisor to supervisors regarding employee performance issues; elevates issues as appropriate.
  • Employment and staffing
    • Manages the recruiting process for all non-leadership positions, including: collaborating with hiring manager to define search strategy; drafting and posting position advertisements; screening resumes; conducting interviews; coordinating interviews with other staff as appropriate; coordinating assessment testing when appropriate; conducting and interpreting reference and background checks; extending verbal offers of employment; and preparing offer letters and new hire packages.
    • Supports management in the recruiting for leadership positions.
    • Manages selection of, and communication with, temporary staffing agencies as appropriate. Serves as liaison between staffing agency and hiring manager.
    • Manages onboarding process including coordinating new hire schedule, conducting new employee orientation, and communicating new hire information to other departments and employees. Ensures completion of all necessary new hire documentation.
    • Responds to unsolicited position inquiries in a professional and timely manner. 
    • Collaborates with marketing staff to maintain HR-related aspects of NSL’s internet presence.
  • Legal reporting, compliance and policy adherence
    • Remains current with changes in employment law and ensures the company’s compliance with federal, state and local regulations related to employment practices and benefit programs. 
    • Communicates human resources policies, procedures, regulations and initiatives to management and staff as required. 
  • Inclusion
    • Assists in developing and maintaining strategies to recruit, retain and promote staff from diverse backgrounds, as well as foster a culture of consideration, connectedness, acceptance, and inclusion among all employees.
  • HR Operations
    • Assists with development and implementation of departmental goals, strategies, and systems. 
    • Recommends new approaches to enhance efficiency and effectiveness of Human Resources function. 
    • Maintains consistent, robust communication with management and assists with strategic HR projects as requested.
    • Maintains organized and updated human resources files and documentation.
    • Collaborates with accounting/payroll department to ensure accurate recording of employee data.
  • Training and Development
    • Identifies training needs for business units and individual executive coaching needs.
    • Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. 
  • Performs other related duties as assigned.  

*  The job description documents the general nature and level of work but is not intended to be a comprehensive list of all activities, duties and responsibilities required of job incumbents.  Consequently, job incumbents may be asked to perform other duties or work overtime as required.

Incidental Functions:

  • Adheres to laboratory quality and safety standards
  • Special projects and/or duties as assigned

Supervisory Responsibilities:

  • Not Applicable

Required Qualifications:

  • A bachelor’s degree in related field.
  • Minimum 5 years of Human Resource experience in a generalist capacity.
  • Knowledge of ACA, ERISA, FMLA, EEO/AA and other applicable federal and state employment laws.
  • Excellent organization skills and attention to detail. 
  • Excellent verbal and written communication skills.  
  • Excellent interpersonal and customer service skills.  
  • Ability to project a professional image, exercise sound judgment, and maintain confidences. Ability to manage difficult conversations with discretion and diplomacy.
  • Proficient with Microsoft Office Suite. 
  • Consistent adherence to high standards of ethical behavior, confidentiality, professionalism, and objectivity.

Preferred Qualifications

  • SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential.

Success Factors:

  • Ability to successfully manage the organization’s day-to-day human resources needs.
  • Positive and constructive approach when dealing with employee issues.

Working Conditions / Physical Demands:

Office/General lab environment: includes sitting, standing and walking; infrequent lifting of up to 20 lbs., pulling, pushing, carrying, reaching, bending, twisting, climbing, squatting, and crouching. Office is attached to a lab that contains potentially hazardous materials with possible exposure to odors, acids, fumes and other reactive materials.

The specific statements shown in each section of this description are not intended to be all-inclusive. They represent typical elements and criteria necessary to successfully perform the job. At the employee’s request, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.

This position is subject to the International Traffic in Arms Regulations (ITAR) which requires U.S. person status. ITAR defines U.S. person as an U.S. Citizen, U.S. Permanent Resident (i.e. 'Green Card Holder'), Political Asylee, or Refugee. Visa sponsorship is not available for this position.

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