Human Resources Business Partner

About the role

Provides advanced, professional, and proactive human resources (HR) consultation and support to University leadership and stakeholders within assigned client groups. Serves as a strategic partner to leaders by aligning human resources practices with operational and organizational priorities.

Responsibilities

• Leads and supports HR initiatives including employee relations, organizational development, workforce planning, performance management, change management, strategic staffing, employee engagement, and leadership coaching.
• Serves as a trusted advisor on University policies, procedures, employment practices, and HR strategy.
• Partners with HR functional areas, including benefits, compensation, talent acquisition, and People Operations, to deliver integrated HR services that support the University's mission, values, and strategic objectives.
• Routinely consults and partners with leaders within assigned client groups to understand operational priorities, organizational challenges, and workforce needs.
• Develops trusted relationships that improve organizational effectiveness, employee engagement, productivity, and retention.
• Provides strategic consultation regarding workforce planning, organizational design, restructuring, succession planning, talent management, and employee development.
• Coaches and advises managers on employee relations, policy interpretation, performance management, corrective action, conflict resolution, and other employment matters while ensuring consistent application of University policies and employment practices.
• Manages complex employee relations matters, conducts prompt, thorough, and objective workplace investigations, and recommends appropriate resolutions while minimizing organizational risk.
• Partners with leaders to support performance management processes, including goal setting, coaching, performance feedback, professional development planning, and organizational effectiveness initiatives.
• Collaborates with HR Centers of Excellence, including Compensation, Benefits, Talent Acquisition, and People Operations, to deliver integrated HR services and ensure a consistent employee experience across assigned client groups.
• Analyzes workforce trends, organizational metrics, and HR data to identify opportunities, recommend solutions, and support data-informed decision making.
• Leads or participates in Human Resources projects, organizational initiatives, policy development, and change management efforts that support departmental and institutional priorities.

Requirements

• Bachelor’s degree from an accredited institution.
• Four (4) years of professional (exempt-level) Human Resources experience in at least two of the following disciplines: Employee Relations, Talent Acquisition, Employment, Compensation, Organizational Development, Workforce Planning, HR Operations, or Workforce Analytics.
• Experience resolving complex workplace issues and providing guidance on performance management, employee relations, corrective action, and workplace investigations.
• Experience developing collaborative relationships and providing strategic consultation to leaders at all levels of an organization.
• Experience interpreting and applying employment policies, procedures, and employment laws.

Skills

• Proficiency with Digital Tools and Data Analytics
• Ability to understand and use technology and business applications to support Human Resources operations, analyze workforce information, communicate HR strategies, and improve decision making.
• Ability to Leverage Data for Decision Support
• Project and People Management Skills
• Effective in Addressing Change and Transformation
• Ability to Identify and Develop Leaders
• Exceptional Networking and Relationship-Building Acumen
• Maintain Confidentiality
• Effective Communication Skills

Qualifications

• Preferred: Master’s degree from an accredited institution.
• Preferred: Experience providing strategic Human Resources support in higher education or another complex organization.
• Preferred: Experience supporting organizational change initiatives and workforce planning.
• Preferred: Experience using Human Resources Information Systems (HRIS), preferably Workday.
• Preferred: PHR or SHRM certification a plus.

Compensation

The compensation for this role is $66,708.45-$83,385.56, based on factors including internal equity, relevant experience, and education.