Human Resources Business Partner

SUMMARY

In support of the university's mission and objectives, the Human Resources Business Partner (HRBP) serves as the human resources consultant for assigned service areas. This role involves advising supervisors and employees on a wide range of HR functions including talent acquisition, total rewards, training and development, performance management, employee relations, and organizational development.

Talent Acquisition and Retention

• Manages the recruitment process, partnering with supervisors, managers, to anticipate staffing needs and hire top talent.
• Leads the creation, posting, and updating of position descriptions in the Applicant Tracking System (ATS).
• Partners with hiring managers to manage the ATS workflow throughout the candidate lifecycle, including conducting applicant screenings with selected candidates.
• Supports effective and efficient selection of qualified candidates who are aligned with the institution's mission, vision, and values.
• Responsible for pre-boarding, including offer letters, background checks, etc., to ensure a successful transition into new employee onboarding.
• Collaborates with supervisors on workforce retention strategies and succession planning initiatives.

Performance Management and Employee Relations

• Provides support in complex employee relations and performance issues, through effective, thorough, and objective analysis using appropriate mediation or other techniques, in consultation with HR leadership.
• Partners with supervisors and employees to improve work relationships and enhance overall effectiveness and retention.
• Advises on best practices related to HR policies and practices, ensuring alignment with the university's values.
• Provides guidance on organizational development issues, including but not limited to, department restructures.

Compliance and Best Practices

• Ensures adherence to federal, state, and university policies and regulations regarding HR matters.
• Develops partnerships with assigned areas to deliver value-added service to supervisors and employees that reflect university objectives and values.
• Maintains an effective level of business literacy about assigned service areas, its midrange plans, and its culture.
• Maintains a confidentiality and follows best practices in managing sensitive employee data.

Training and Development

• Consults with supervisors in identifying training and coaching needs for employees and teams.
• In collaboration with the HR team, develops HR-related training sessions as needed or requested.
• Leads training sessions either virtually or in-person according to departmental needs.

Total Rewards

• Partners with HR leadership to develop and maintain competitive compensation ranges for newly posted positions.
• Partners with supervisors and HR leadership to address compensation concerns, promotion requests, and to create business cases for career progression models related to compensation and career development.
• Partners with the HR team to complete employee compensation surveys as requested.