Human Resources Business Partner

About the Role

The HR Business Partner will serve as an HR leader providing strategy, advice, and guidance to faculty and staff throughout the University. This role requires a deep understanding of how to counsel faculty, staff, and senior leaders in a complex environment across a full range of employee matters. The ideal candidate will be well-versed in current best practices in employee relations, organizational development, performance management, recruitment, retention, workforce planning, benefits, and compensation.

Responsibilities

• Manage and resolve complex employee relations issues.
• Conduct effective, thorough, and objective investigations, disciplinary, and grievance conferences.
• Provide day-to-day performance management guidance to management (coaching, counseling, career development, disciplinary actions) and serve as a trusted advisor and coach to all employees.
• Work closely with management and employees to improve work relationships, build morale, increase productivity, and retention.
• Provide HR policy and procedure guidance and interpretation.
• Conduct regular meetings with division/department leaders and management staff.
• Provide guidance and input on division/department restructures, workforce planning, and succession planning.
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and procedures.
• Develop and communicate HR and University policies and procedures that impact faculty and staff employees.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed.
• Lead and participate in various departmental and University committees and special projects.
• Oversee the onboarding of part-time faculty, including data entry in the Oracle Cloud-Based System.
• Perform other related duties as assigned.

Requirements

• Bachelor’s degree in Human Resource Management, Organizational Development, Business Administration, or a related field is required.
• Master’s degree and/or SHRM-SCP, SPHR, PHR, or SHRM-CP certification is preferred.
• A minimum of three years of progressive human resources experience providing guidance and consultation to management and staff in employee/labor relations, compensation, employment, training, and organizational development.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, performance management, and federal/state employment laws.
• Excellent judgment, consulting, critical thinking/problem-solving, diplomacy, written and interpersonal communication, conflict management, and negotiation skills.
• Demonstrated ability to communicate sensitive and confidential matters with tact and discretion.
• Ability to self-direct and manage multiple client groups with conflicting priorities; ability to take initiative, anticipate client needs, and make recommendations for implementation.
• Personal computing skills, including working knowledge of word processing, spreadsheet, and database management software applications.
• Knowledge of Microsoft Word, Excel, Access, and PowerPoint is preferred.
• Previous experience using computer-based Human Resource Information Systems to access information and process transactions.

Physical Requirements

Light Work: Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects.