BRPH is looking for a Senior Human Resource Business Partner for our Melbourne, Florida Headquarter office. Primarily responsible for day-to-day Human Resources activities related to policies and procedures, benefits administration, recruitment and staffing, salary administration, immigration, personnel administration and research, and general office administration. Responsibilities are varied and complex, requiring customary and regular exercise of discretion, independent judgment and initiative. Acts for Human Resources Director in absences.

• Serves as an authoritative information source to internal and external inquires on the firm and Human Resources Office policy and practices. 
• Has primary responsibility for the design, implementation and maintenance of Human Resources database.
• Develops employee training and benefit programs. 
• Develops and delivers new hire on-boarding programs. 
• Maintains and prepares Affirmative Action/EEO data in compliance with Federal regulations and keeps records of turnover and other personnel statistics.
• Participates in conducting exit interviews of terminating employees. 
• Administers the firm’s job classification and compensation programs as directed, including preparing specific documentation for the Institution's salary increase process.
• Reviews requests for new or revised classifications to determine appropriate salary grade assignment and makes recommendations to Director. Conducts audits of existing and proposed job classifications to obtain information regarding job responsibilities, activities, duties, content, FLSA exemption and requirements. Assists in job description preparation. 
• Performs initial review of salary recommendations to ensure compliance with established guidelines, policies and Recommends corrective or alternative actions to resolve problems. Assures proper documentation and approvals are obtained. Sees that managers/supervisors are notified of approved actions.
• Performs statistical studies relating to job classification assignments, merit increase programs, salary surveys, etc. 
• Ensures compliance with Federal/State labor laws and requirements affecting Institution salary administration and related activities. 
• Keeps abreast of policy & compensation trends regionally, nationally and among specific companies, conducts/participates in periodic surveys, researches other outside human resources programs and activities, analyzes results and makes recommendations for changes/ enhancements as appropriate. 
• Participates in the design, development and updating of policies and procedures, handbooks and related human resources materials, as well as oversees their effective communication. 
• Identifies opportunities, defines problems, and recommends viable solutions which include action plans and timetables.
• May engage in public relation activities, such as representing the firm before community groups, professional societies, business councils and the like; may also act in advisory capacity on personnel matters for the same. 
• Performs such other duties as the supervisor may from time to time deem necessary.

EDUCATION and/or EXPERIENCE:

• Must have a bachelor’s degree from an accredited college or university with major course work in human resources or a related discipline. 
• Must have a minimum of five years’ experience at a professional level position within Human Resources. 
• Work experience must be in recruiting, compensation, benefits and other human resource functions.
• Experience in an A/E/C environment is preferred. 
• Demonstrated interpersonal, written and organizational skills along with a proven ability to work independently and under pressure. 
• Computer competency required including electronic spreadsheet, databases, work processing and network administration. 

PHYSICAL REQUIREMENTS:

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions or change existing ones as management deems necessary.

This job description may be changed to include new responsibilities and tasks or change existing ones as management deems necessary.

EOE/AA/MFDV