UNIV - Human Resources Business Partner II

About the role

The HR Business Partner II operates as a mid-level strategic partner, influencing departmental people strategies and collaborating on enterprise-wide HR initiatives.

Responsibilities

• Operate as a strategic partner to department and unit leaders, influencing people strategies and providing consultative guidance on complex HR decisions and departmental initiatives.
• Design and implement HR strategies in collaboration with Centers of Excellence (CoEs) to address evolving organizational and workforce needs.
• Recognize departmental priorities and develop people strategies that support operational goals and organizational objectives.
• Collaborate with leaders to influence workforce and talent strategies based on an understanding of departmental needs and enterprise priorities.
• Provide coaching and consultation to support leadership effectiveness and advanced people-management practices.
• Proactively identify workforce challenges and recommend innovative, data-driven solutions.
• Translate enterprise HR initiatives into tailored solutions that support departmental goals.
• Provide feedback and recommendations to CoEs regarding enterprise-wide HR programs, policies, and initiatives.
• Leverage workforce data, analytics, and insights to support workforce planning, succession planning, and organizational readiness in partnership with HR Shared Services (HRSS).
• Partner with leaders to implement long-term workforce strategies that support growth, retention, and organizational transformation.
• Develop and maintain collaborative relationships with key stakeholders across the MUSC Enterprise.
• Serve as a partner/consultant and subject matter expert for employee relations matters within assigned departments.
• Advise leaders on performance management, attendance issues, disciplinary actions, policy interpretation, corrective action, workplace conduct, conflict resolution, and employment-related concerns.
• Conduct and support employee relations reviews, investigations, and resolution strategies in partnership with HR leadership, Legal, and other stakeholders as appropriate.
• Affirm compliance with MUSC policies, employment laws, and regulatory requirements while promoting fair and consistent application across departments.
• Partner with leaders to proactively identify workplace concerns and implement strategies that foster positive employee relations and mitigate risk.
• Maintain documentation and provide guidance on employee actions, grievances, complaints, and related matters.
• Support leaders in navigating sensitive and complex employee issues while promoting organizational effectiveness and accountability.
• Champion and communicate recruitment, hiring, and preboarding initiatives and process changes.
• Consult with leaders regarding workforce market trends and talent acquisition strategies.
• Partner with Talent Acquisition and related CoEs to support effective hiring outcomes.
• Serve as a trusted advisor to leaders on HR trends, workforce practices, and people-related business decisions.
• Provide consultative guidance that supports departmental effectiveness and organizational success.
• Influence departmental people strategies through strategic consultation and problem solving.
• Escalate and coordinate resolution of complex benefits and compensation matters with the appropriate CoEs.
• Consult with leaders regarding compensation programs, retention tools, and compensation-related resources within established guidelines.
• Promote employee engagement, performance, and talent development.
• Collaborate with CoEs to implement talent management, succession planning, and organizational development initiatives.
• Support organizational effectiveness and change management efforts that enhance workforce capability and performance.

Requirements

• A bachelor’s degree and three years of relevant human resources experience; or a master’s degree in human resources management and one year of relevant human resources experience.

Qualifications

• Bachelor's degree in human resources, business administration, organizational development, or a related field required.
• Three or more years of progressive Human Resources experience, including experience as an HR Business Partner or Employee Relations consultant in a complex organization.
• SHRM-SCP, SPHR, or equivalent professional certification preferred.
• Demonstrated expertise in employee relations, employment law, leadership consultation, workforce planning, and organizational effectiveness.