Marcus Theatres

 

Position Description – HR Business Partner

The Human Resources Business Partner will work with Human Resources Directors and other organizational leaders to promote positive employee relations, investigate employee relations issues promptly and thoroughly when they arise, develop and manage employee recognition programs, develop, implement and monitor human resources policies, and assist on worker’s comp and general liability claims.  Other duties, including HR Generalist work, may be assigned for either short or long periods based on business demands.

  

The Human Resources Business Partner will: maintain confidentiality of proprietary information and protect company assets, prepare and review written documents accurately and completely, read and visually verify information in a variety of formats, comply with quality assurance expectations and standards, develop and maintain positive working relationships with others, support the team to reach common goals, and listen and respond appropriately to the concerns of associates. 

This position reports to the Director of Human Resources Operations.

Essential Functions/Job Duties:

Employee Relations

Coach and mentor employees at a management level; Respond to questions, requests, and concerns from employees and management regarding company and Human Resources programs, policies and guidelines; Assist and support management and the leadership team with handling and resolving Human Resources issues; Investigate employee issues and concerns and determine appropriate resolution; Inform Human Resources management of issues related to employee relations within the division or property; Assist in monitoring/tracking employee relations issues including resolution and follow-up of issues;

·         Take a true hands-on approach and monitor the “pulse” of the associates to ensure a high level of employee engagement;

Disseminate information to employees related to employer-employee relations, employee activities, and personnel policies and programs.

HR Policy Development, Implementation and Compliance

Work with HR Directors to develop policies to drive organizational objectives and ensure compliance with federal and state laws and regulations; Monitor the effectiveness of policies and recommend changes when improvement or refocusing is necessary; Observe and monitor employee and manager activities to ensure compliance with company policies and procedures.

 

Creation/Maintenance of Job Descriptions

Work with hiring managers to write job descriptions for new roles; Utilize input from incumbents to update job descriptions to reflect the current responsibilities associated with their position; Review and revise job descriptions to ensure compliance with federal and state laws and regulations;

 Leave Management

Oversee and administer leave requests and accommodations, particularly those that fall under the Family and Medical Leave Act, the Americans with Disabilities Act, and other state and local laws; Communicate with associates regarding their need for leave.  Ensure that associates are aware of their responsibilities and of documentation needed; Gather and complete all required paperwork, determine associates’ eligibility for leave, request medical certification, if necessary, and account for intermittent leave use; Maintain communication with associates who are on leave to facilitate a smooth return to work; Communicate with managers regarding the leave requirements of their associates.

Working with Others

Support all co-workers and treat them with dignity and respect; Handle sensitive issues with employees and/or guests with tact, respect, diplomacy, and confidentiality; Actively listen to and consider the concerns of other employees, responding appropriately and effectively; Develop and maintain positive and productive working relationships with other employees and departments; Partner with and assist others to promote an environment of teamwork and achieve common goals

Policies and Procedures

Protect the privacy and security of guests and coworker; Maintain confidentiality of proprietary materials and information; Follow company and department policies and procedures; Perform other reasonable job duties as requested by Supervisors

Quality Assurance

Comply with quality assurance expectations and standards.      

The Human Resources Business Partner is also expected to perform other duties as assigned by the Director of Human Resources Operations

The above list reflects the general details necessary to describe the principle and essential functions of the position and shall not be construed as the only duties that may be assigned for the position.

 

 

 

Critical Competencies

The ability to understand business goals and recommend new approaches, policies and procedures to affect continual improvements in business objectives, productivity and development of HR within the company; Experience in a rapid, complex and constantly changing work environment; Previous success in creating and driving effective development, employee relations and retention; The ability to interface with all levels of the organization; The ability to shepherd a project from ideation to completion/implementation; Passion for innovative HR solutions and process improvement; Flexibility, strong communication skills and huge amounts of drive; The ability to be comfortable with a high volume workload and the disposition to not be afraid to “roll up your sleeves”; A strong solutions focus and being comfortable in a work environment that demands strong deliverables along with the ability to identify problems and drive appropriate solutions; A strong internal and external customer service focus; A bias for action, a strong work ethic and a desire to achieve excellence.

 

Job Requirements:

 

·         Willing and motivated to learn new skills, tasks, and software systems to meet the changing demands of the industry;

·         Flexible work schedule that includes late evenings, weekends and holidays as dictated by business needs;

·         Experience working with internal and external customers to develop solutions to complex problems;

·         Experience in employee relations and/or other related HR roles required;

·         Able to communicate effectively in writing and verbally to all levels of the organization;

·         Ability to travel to theatre locations as business dictates

Physical Requirements:

While performing the duties of this job, the employee is frequently required to sit, talk and/or hear, and/or use hands to finger, handle, or touch objects, tools, or controls.  The employee is required to stand, and/or walk occasionally.  The employee must occasionally lift and/or move up to 25 lbs.  Specific vision abilities required by this job include close vision and the ability to adjust focus. The mental and physical requirements described here are representative of those that must be met by an individual to successfully perform the essential functions of this position.

Work is performed in an office environment.  The noise level is usually low to moderate with an occasional loud environment. Mask is required at all times except when working alone in an office. The work environment characteristics described here are representative of those an individual encounters while performing the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform essential function.

 

Educational Requirements

Bachelor’s degree in human resources or a related discipline require  Two to four years of experience in talent acquisition/recruiting and/or other related HR roles preferred.

 

Marcus Theatres is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination in our hiring and employment practices in accordance with all applicable laws.

Additional Information