Human Resources Business Partner

Description

The Human Resources Business Partner (HRBP) provides strategic guidance and support to VLGS leaders to align HR initiatives with overall VLGS initiatives. The HRBP provides HR guidance and support to academic and administrative leaders, managers, and employees across VLGS to ensure consistent application of VLGS policies, practices, and employment standards. The position supports key areas of the employee lifecycle, including recruitment, onboarding, professional development, employee engagement, and retention.

Talent Acquisition

• Partner with hiring managers to understand staffing needs and develop comprehensive recruitment strategies.
• Utilize various sourcing channels (job boards, social media, networking) to identify qualified candidates.
• Conduct initial screening interviews and present top candidates to hiring managers.
• Manage the interview process, including scheduling, coordinating panels, and providing feedback.
• Develop and support recruitment initiatives that promote VLGS as an inclusive, mission-driven workplace.
• Ensure compliance with employment laws throughout the recruitment process.
• Strategically manage the onboarding process, with support of the HR Generalist, to ensure smooth integration of new employees.

Training And Development

• Conduct needs analysis to identify training gaps within the organization.
• Create and support customized training programs for new hires and existing employees.
• Partner with subject matter experts to create effective training content for employee development.
• Create and maintain “new manager” and onboarding resources, tailored to VLGS processes and ideals for employee leadership.

Business Partnership

• Collaborate with academic and administrative leaders and managers to understand staffing, employee, and departmental needs, and provide appropriate HR guidance and support.
• Provide consultative advice on talent management, performance management, and employee engagement.
• Analyze workforce data to identify trends and make informed recommendations to improve talent acquisition and development strategies.
• Advocate for a positive employee experience throughout the lifecycle.
• Plan and manage the routine employee feedback and engagement programs.

Employee Evaluation & Succession Planning

• Support managers in identifying employee development and career growth opportunities.
• Support HR leadership in succession and compensation planning efforts.
• Identify opportunities to improve employee development, engagement, and retention and recommend appropriate training or other resources.
• Monitor and evaluate the effectiveness of performance management and development programs, recommending improvements as needed.
• Support managers and employees in conducting effective performance conversations, goal setting, and performance improvement planning.

Requirements

• Required Education, Skills, and Experience:
• Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent combination of education and experience).
• 3-5 years of progressive human resources experience.
• Demonstrated experience in a Human Resources role.
• Strong knowledge of employment laws and HR best practices.
• Experience designing and delivering training programs and employee development initiatives.
• Prowess in building relationships and influencing stakeholders at all levels of the organization.
• Strong analytical skills with the ability to interpret data and make strategic recommendations.
• Excellent communication, facilitation, and interpersonal skills.
• Ability to manage multiple priorities in a fast-paced environment.
• Proficiency with HRIS systems and Microsoft Office Suite.

Other Requirements

• 85% computer related work.
• Primary work is done sitting and/or standing at desk.
• Must be able to work legally within the United States without sponsorship.
• Ability to perform all essential functions of the job with or without basic accommodations.