ESSENTIAL JOB FUNCTIONS
Under the supervision of the HR Director, serve as a primary, available and approachable resource and coach for all members of the IP staff on a wide range of personnel issues. Provides consultation, guidance, coaching and occasionally mediation to employees and managers.
Conduct New-Hire meetings to introduce new employees to the policies, practices and culture of the Innocence Project and troubleshoot any early concerns.
Conduct exit interviews, analyze results, identify trends, report findings to the HR Director, and revise and implement programs to address identified needs.
Project-manage the employee engagement survey process from start to finish, including listening and feedback sessions with various IP committees, arranging appropriate status meetings with the Director of Human Resources, supporting robust organizational communication on the process, scheduling meeting with all staff for results report, and managing formation of any ad-hoc working groups which come out of the results.
With the Director of Human Resources, conduct initial analysis of survey responses, prepare draft reporting for stakeholder groups, and participate in presentation of data to various audiences.
Provide analytics on engagement metrics and partner with the Director of Human Resources to develop organizational responses to identified trends needing attention.
Collaborate with the HR Manager who oversees benefits on annual wellness goals and offerings.
INTERNAL CULTURE AND RELATIONSHIPS:
Partner with the Director of Human Resources and other members of the leadership team and staff to harness opportunities to embed our organizational values into our culture, day-to-day operations, practices and policies.
With the Director of Human Resources and the HR Manager who oversees policies and compliance, annually review policies and practices for alignment with IP values and engagement goals. Proactively suggest revisions to language as appropriate.
Champion the organizational values and culture code in all interactions with employees, partner with the Director of Human Resources to identify areas where staff increase their alignment with IP values and commitment to healthy culture, and to develop strategies for facilitating this.
SUBSTANTIVE HR SUPPORT AND REPRESENTATION:
Support the IP’s diversity, equity, and inclusion initiatives, including potentially serving on the internal DEI committee, partnering with DEI subcommittees and the AD for Learning and Development on training initiatives
Be a representative of the HR department on various committees and working groups as necessary.
Partner with the HR Director and HR team on the development of a range of written guides and visual tools for HR programs that can be shared with staff and managers.