Human Resources Business Partner (Hybrid)

Job ID:

566f336

Location:

Denver, England

Published:

1 day ago

Salary 34922 - 65248 GBP

Company

Gorilla Logic

Website

www.gorillalogic.com

Headquarters

Broomfield, United States

CEO

Daniel Berg

Revenue

$25 to $50 million (USD)

Type

Company - Private

Sector

Information Technology

Founded

2002

Job Description

Gorilla Logic provides nearshore Agile teams to Fortune 500 and SMB companies, bringing unparalleled expertise in the delivery of full-stack web, mobile, and enterprise applications. Our highly collaborative Agile Gorillas are uniquely qualified to implement complex software initiatives. With offices in the United States, Costa Rica, Colombia and Mexico, Gorilla Logic helps clients gain competitive advantages to achieve results faster.

In collaboration with the Human Resources team at Gorilla Logic US, the HR Business Partner plays a vital role in assisting the Director of Global HR. This role involves offering guidance and support to various sectors of the organization to align with our business mission and overarching objectives.

We are seeking a person who can effectively connect with our consultants across all levels and provide the necessary guidance in various areas, including but not limited to compensation and benefits, labor law compliance, policy and process development, consultant support and direction, metrics and reporting, among other key functions. This position carries responsibilities spanning communication, benefits administration, payroll management, employee relations, and ensuring compliance with relevant employment laws and regulations.

HRIS Management Responsibilities

Plans and directs the establishment and ongoing administration of Human Resources Information Systems to support short- and long-range Human Resources goals.
Oversees the specification, development and implementation of new or redesigned systems, reports and policies and procedures for internal use.
Manages relationships with software and hardware vendors and ensures the development of proper training and documentation for system use and maintenance.
Maintains relationships with vendors and carriers and effectively communicates and recognizes errors within systems.
Review of report feeds for error.
Understanding of payroll best practice and compliance.
Process payroll in accordance to Company payroll calendar.
Consults with other division or department management in developing company-wide use of HRIS salary planning and reporting functions.
Establishes data tables, structures, files, interface requirements and data integrity protocols for ongoing administration

Compensation and Benefits

Oversees the development, implementation, and maintenance of the company compensation and benefits programs.
Prepares job descriptions, conducts job evaluation and salary surveys, establishes salary structures, develops salary budgets, and prepares policies and procedures to insure the achievement of equitable and competitive employee compensation.
Maintains a working knowledge of federal and state legislation influencing compensation and benefits.
Monitors and evaluates the company’s benefits programs including: insurance programs, retirement plans, sick leave, time off and vacation policies.
Coordinates vendor management.
Negotiates coverage services and costs with carriers. Selected, administers and maintains performance management systems and HRIS management

Employee Relations

Assesses the needs of different business areas through targeted 1:1 and group sessions, ensuring a comprehensive understanding of the company's requirements.
Manages the On/Off Boarding experience, actively contributing to exit interview processes and maintaining control over internal reports.
Revolving employee relations issues using a systematic approach.
Understanding of Federal and state legislation in regards to employee relations.
Ensuring managers are aware of and follow best practices in accordance with the Company policy handbook.
Maintains and updates the US Handbook to reflect any changes to federal or state law.
Review of company sponsored benefits such as employee leave policies to ensure compliance and competitive edge in the market.
Processes and guides managers through employee termination processes.
Fosters a culture of trust and engagement by acting as the primary point of contact for employees and facilitating open, effective communication.

Training and Development

Assists senior management in the development of solutions through cultural and process perspective organizational development
Creates and implements educational programs and training initiatives aimed at informing and guiding employees within the United States.
Helps to drive company-wide programs and initiatives (e.g., salary review, organizational change, legal trainings)Manages the On Boarding process.

HR Operations

Serves as an effective advocate internally and externally, driving improvements within the HR domain.
Directs culture-building initiatives and crafts communication strategies, encompassing internal communication, flyers, and portal maintenance.
Understands company needs and helps to guide managers to achieve their goals. This could be a review of potential departmental openings and job descriptions.
Engages in active collaboration with the Facilities team to address office requirements, including tasks such as managing office supplies, coordinating access badges, arranging lunch logistics, and facilitating cultural activities, among others.

Highly Regarded Qualities

Profound understanding of US labor law and corporate standards for full-time employees.
Proficiency in multitasking, managing diverse tasks concurrently.
Applying critical thinking to elevate the quality of communications.
Exemplary attention to detail for precision and accuracy.
Strong aptitude for communication and adeptness in presentations.
Skillful in public speaking engagements.
Demonstrating technical HR expertise.
Mastery in utilizing Excel for data management.
Maintaining utmost confidentiality in handling sensitive information.

Additional Details

Reports to Director, Global of Human Resources (CR)Type of employment: Full-time.
Length: Ongoing.
Location: Colorado, US (hybrid; remote and on site presence)
Availability: Immediate; flexible for 2 weeks’ notice.

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