Human performance consultant vs human resources business partner

Differences between human performance consultant and human resources business partner duties and responsibilities

Human performance consultant example responsibilities.

• Lead teams of SMEs and staff.
• Provide documentation and configuration management support for internal initiatives while also managing internal team Sharepoint site.
• Manage several SDLC phases for enterprise systems used by state government agencies to perform environmental and environmental management.
• Coordinate the production of training materials with the instructional design team using ADDIE methodologies for distribution to facilitators.
• Ensure approved monetary and time-off awards are processed by payroll for the appropriate pay period.
• Analyze complex client requirements for payroll, benefits, time and human resource policy and procedures.
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Human resources business partner example responsibilities.

• Manage the ACA with regard to variable hour employees to avoid fines and penalties.
• Lead effort to build safety awareness and implement plans to improve working conditions while adhering to OSHA requirements.
• Manage and audit payroll ensuring accurate timekeeping, processing adjustments, and investigating payroll discrepancies.
• Manage HRIS system migration to ExponentHR technology platform with full employee/manager self-service eliminating multiple homegrown systems and one service provider.
• Report to the SVP of human resources.
• Revamp unemployment claims process and increase HRBP completion rate and decrease dollar loss due to incomplete and fraudulent claims.
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