Are you a consultative and collaborative HR professional who builds trusted relationships across an organization? Are you highly detail oriented and genuinely passionate about creating a positive, consistent team member experience?

ARAG is hiring a Culture & People Business Partner to support Employee Relations, Performance Management, and Learning & Development initiatives. This role helps translate real team member needs into meaningful development programs while partnering closely with leaders to strengthen ARAG’s culture and team member experience.

Performance Management & Employee Relations

• Takes ownership of the performance management process, ensuring fairness and consistency across the organization.
• Responsible for managing the completion of performance reviews, monitoring review progress, coordinating follow-up actions on outstanding evaluations, and maintaining consistent oversight of system operations.
• Serves as first point of contact for employee relations questions, concerns, workplace issues while providing timely, empathetic and consistent support. Conducts initial fact-finding for employment matters and maintains organized, confidential files.
• Advocates and champions others to resolve conflicts. Brings forth concerns, collaborates, and keeps Senior Manager, Culture & People updated on performance issues being addressed for specific departments and the status of those situations.
• Provides guidance and recommendations to managers to optimize their team members’ performance, reviewing performance evaluations and verbiage, supporting their coaching, counseling and disciplinary efforts as needed while also establishing a positive employer-employee relationship and promoting a high level of team member morale and motivation.
• Appropriately tracks and maintains records of team member issues, concerns, and documentation.
• Conducts workplace investigations when complaints or concerns are brought forth.
• Reviews and guides management recommendations for employment terminations.
• Leads voluntary and involuntary termination meetings and exit interview processes.
• Prepares corrective action, disciplinary and separation documentation.
• Monitors employee relations themes and partners with Culture & People leadership to address root causes through education, communication or process refinement.
• Ensures consistent, fair application of policies and procedures in alignment with organizational values.

Learning & Development 

• Owns administrative and operational components of ARAG’s learning & development programs.
• Provides recommendations on development opportunities for team members and leaders.
• Advocates personal, professional and leadership development at ARAG.
• Manages the Learning Management System (LMS) strategy and e-learning content to support the organizational learning and development needs.
• Maintains and updates the organization’s learning calendar (leadership programs, compliance training, skills development, etc.).
• Sources, evaluates and recommends external learning content, microlearning and vendor-provided training.
• Serves as first point of contact for team members looking to grow in their roles, at ARAG or beyond.
• Provides hands-on execution of learning & development processes including supporting development planning, coordinating logistics, creating and updating materials.
• Consults with leaders and team members to analyze and understand development needs.
• Manages vendor relationships, conducts outsourcing assessments, evaluates prospective vendors, and addresses vendor-related issues as required.
• Collaborates with Communications Manager to coordinate increased engagement and culture alignment with training initiatives.
• Collects feedback, analyzes learning effectiveness and provides insights for continuous improvement.
• Manages and/or contributes to projects related to development initiatives.

Legal/Compliance

• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices.
• Works closely with Culture & People leadership on the implementation and administration of policies and processes including making recommendations for modifications and updates.
• Maintains HRIS data integrity related to training, development and employee relations documentations.

• Keeps current with industry trends, best practices, regulatory developments, and employment law. Provides informed recommendations regarding necessary changes or updates.
• Maintains positive environment by actively supporting and promoting department and company objectives.
• Serves as a positive role model by representing ARAG at its Best.
• Perform other duties and special projects as assigned.

Knowledge

• Working knowledge and understanding of general Human Resources best practices.

• Demonstrated understanding of management practices, general employment practices, performance management, and employee relations.

• Knowledge of HR related issues, including compliance such as COBRA, FLSA, ADA, FMLA, ERISA, DOL, OSHA and EEOC reporting requirements, federal, state, and local laws.

• Experience working with an HRIS system. ADP experience preferred.

• Experience working with a Learning Management system.

• Demonstrated knowledge of development and talent management.

• Excellent computer skills in a Microsoft Office Windows environment. Must include working knowledge of Microsoft Word, Excel, and PowerPoint.

Skills

• Must be able to maintain a high degree of confidentiality.

• Requires critical thinking, problem-solving and analytical skills.

• Excellent listening, oral and written communication skills.

• Must be able to deal with conflicting points of view and demonstrate integrity and fair-mindedness.

• Strong judgment in assessing and escalating employee relations matters.

• Requires strong organizational skills and the ability to work in a fast-paced team environment with shifting priorities. High attention to detail is a must.

• Demonstrates an ability to manage workload and meet deadlines on a consistent basis.

• Ability to be flexible and to adjust thinking and behavior to changes in the work environment.

• Ability to work collaboratively and effectively with individuals at all levels within the organization.

• Strong interpersonal, relationship building and active listening skills that foster teamwork, commitment, and collaboration.

• Ability to influence team members and achieve results in areas without direct responsibility.

• Ability to confront others directly, but professionally.

Education

• Bachelor’s degree in Human Resources, or related discipline or equivalent work experience.

Experience

• 4+ years’ related experience. Employee Relations experience required. Experience coordinating training or development programs preferred.

Certifications, Licenses, Associations, etc.

• PHR/SHRM-CP Certification preferred.

Physical

• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.