HR Business Partner

Children’s Cancer Research Fund is a national nonprofit organization dedicated to ending childhood cancer. We exist to improve outcomes for and to eliminate childhood cancer as we know it. Since 1981, we’ve contributed over $200 million to research, support programs for children and families, and awareness and education outreach. Guided by our core values of Impact, Community, Authenticity, Equity, and Innovation, we create safer treatments, improve outcomes for children, increase cancer awareness and education, and support the whole family.

Compensation: $80,000 - $95,000 per year

To Apply: Send a resume and cover letter to hr@childrenscancer.org. No phone calls please.

Objective:

The HR Business Partner is responsible for overseeing the following HR functions: Benefits Administration, Compensation Management, Organizational Effectiveness, Performance Management, Leadership Development, Employee Engagement, Employee Relations, Policy and HR Practices, HR Operations, and DEI. This role reports to the CEO and works alongside the HR Coordinator to deliver exceptional HR services into the organization. The HR Business Partner acts as a strategic business advisor and partner to the senior leadership team and mid-level managers.

Responsibilities:

Talent Acquisition

• Partner with hiring managers to identify and recruit talent for all open positions in a timely manner in partnership with the HR Coordinator

• Manage the on-boarding process for all new hires, including developing standard tools and resources; support leaders with new hire onboarding.

• Manage standard tools, processes, and resources to ensure a successful onboarding plan and experience

Total Rewards

• Partner and manage the benefits broker relationship

• Manage base salary programs including compensation reviews, annual merit program, pay adjustments, including rewards and recognition programs

• Plan and manage annual benefits open enrollment, including communications, employee presentations, and open enrollment close-out items

Talent Management

• Oversee the performance management process, including training and communication on goal setting, performance check-ins, and year-end performance reviews

• Provide manager support and feedback throughout the year to ensure clear expectations and timely feedback to employees on performance

• Strategize for continued career development tracks within all roles of the organization

• Support retention and continued learning by assisting in skill development plans, training needs, and succession planning. Support individual, departmental, and organizational training and development.

• Develop and deliver manager training on all HR related functions (e.g., handbook/policies, performance review, feedback, coaching, and supporting employees), ensuring consistent and compliant processes across the organization

• Lead talent review and succession planning process

• Develop and lead Leadership Development framework and offerings

Employee Engagement

• Manage employee engagement survey process, ensure timely action planning, and facilitate focus groups or other forums to support the maintenance or improvement of employee engagement

• Develop and deliver manager coaching and feedback to support individual and team engagement

• Deploy culture initiatives, recognition programs, and other continuous improvement initiatives that engage employees

• Identify and promote staff engagement and recognition events to celebrate individual, team, and business milestones and achievements

Employee Relations and Compliance

• Ensure compliance with all local/state/country labor laws and regulations; maintains accurate recordkeeping and conducts compliance audits as required

• Provide assistance, training, and support to management regarding policy interpretation, corrective action, progressive discipline, and fair treatment

• Lead the development of HR policies, procedures, and standards

Diversity, Equity and Inclusion (DEI)

• Partner with the organization’s Diversity, Equity, Inclusion Committee with a focus on building cultural competence and respectful workplace culture. In partnership with executive leadership, offer education opportunities for leadership and employees and maintain the DEI scorecard and action plan

• Ensure employee concerns, complaints, or workplace conflict are addressed and resolved fairly, equitably, and in a timely manner

• Develop policies and practices that reflect CCRF’s focus and values for DEI, with focus on recruiting, compensation, and internal career opportunities

Other

• Partner with senior leadership team on internal communications 

• Works collaboratively and mentors HR Coordinator to delivery exceptional HR services into the organization 

• Partner with HR Coordinator on Talent Acquisition needs  

• Identify and implement efficiencies in the HRIS, working collaboratively with HR Coordinator on improvements 

Knowledge and Skills:

• Ability to work effectively on a collaborative basis with a wide range of constituencies and stakeholders 

• Strong teambuilding, interpersonal, coaching, and decision-making skills 

• Excellent critical thinking skills 

• Demonstrated ability to work with diverse styles and perspectives 

• Exhibits ethics, integrity, and values in passionate pursuit of CCRF’s mission 

• Demonstrates strategic ability 

• Ability to communicate effectively and provide direction, support, and focus 

• Collaborates across functions and drives for alignment  

• Excellent organizational and detail orientation skills; ability to effectively prioritize work

• Knowledge of federal, state, and local employment laws and regulations

Experience and Education:

• Minimum 5+ years of demonstrated progressive HR expertise

• Bachelor’s degree in Human Resources, Business, or other related field

• SHRM, PHR, or SPHR Certified (Preferred not required)

• Experience with HR databases and reporting from HRIS software

Location:

Remote eligible – applicants do not need to be Minnesota residents to apply

Children’s Cancer Research Fund provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.