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HR Partner
Job
Robert Half
Henderson, NV (In Person)
Full-Time
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Job Description
Robert Half is seeking an HR Partner for a permanent, direct hire position with a client in the Henderson area.The HR Partner plays a hands-on, high-impact role in delivering consistent, accurate, and mission-aligned HR services across the employee lifecycle. As a visible contributor within Roseman's evolving HR team, this role balances precision, responsiveness, and service with accountability and sound judgment. The HR Partner is embedded in the organizations culture and serves as a trusted point of contact for managers, faculty, and staff while contributing to continuous improvement and efficiency within HR processes.
Duties and ResponsibilitiesTalent Acquisition & OnboardingLead full-cycle recruitment efforts, including job postings, hiring manager coaching, and offer management, ensuring alignment with organizations needs and compliance requirements.
Oversee onboarding logistics and pre-hire paperwork to ensure a smooth and professional experience for new hires.
Employee Relations & PerformanceProvide guidance and coaching to employees and managers on performance management, career development, and policy adherence.
Provide expert guidance on employee relations matters, including conflict resolution, workplace concerns, and formal investigations, ensuring thorough documentation and appropriate resolution.
Support the performance management process, including goal setting and employee evaluations.
Employee Offboarding Administer and oversee the termination process, ensuring procedural compliance, professionalism, and consistency with organizations policies.
Conduct and analyze exit interviews to identify trends and recommend strategies to improve employee retention and workplace culture.
Administrative Execution & Compliance Manage and process employee lifecycle transactions, including hires, changes, and terminations, ensuring accuracy in the HRIS.Maintain HRIS data accuracy and process electronic file uploads into the HRIS.Ensure compliance with federal and state employment laws, University policies, and HR best practices across all assigned responsibilities.
In collaboration with the Compensation and Benefits Analyst, conduct salary surveys and job evaluations to ensure competitive compensation structures.
Maintain and update job descriptions in alignment with organizations needs and industry standards.
Maintain confidentiality, data integrity, and security of all HR-related records and information.
Duties and ResponsibilitiesTalent Acquisition & OnboardingLead full-cycle recruitment efforts, including job postings, hiring manager coaching, and offer management, ensuring alignment with organizations needs and compliance requirements.
Oversee onboarding logistics and pre-hire paperwork to ensure a smooth and professional experience for new hires.
Employee Relations & PerformanceProvide guidance and coaching to employees and managers on performance management, career development, and policy adherence.
Provide expert guidance on employee relations matters, including conflict resolution, workplace concerns, and formal investigations, ensuring thorough documentation and appropriate resolution.
Support the performance management process, including goal setting and employee evaluations.
Employee Offboarding Administer and oversee the termination process, ensuring procedural compliance, professionalism, and consistency with organizations policies.
Conduct and analyze exit interviews to identify trends and recommend strategies to improve employee retention and workplace culture.
Administrative Execution & Compliance Manage and process employee lifecycle transactions, including hires, changes, and terminations, ensuring accuracy in the HRIS.Maintain HRIS data accuracy and process electronic file uploads into the HRIS.Ensure compliance with federal and state employment laws, University policies, and HR best practices across all assigned responsibilities.
In collaboration with the Compensation and Benefits Analyst, conduct salary surveys and job evaluations to ensure competitive compensation structures.
Maintain and update job descriptions in alignment with organizations needs and industry standards.
Maintain confidentiality, data integrity, and security of all HR-related records and information.