Human Resources Business Partner

Description

Human Resources Business Partner

Full-time, exempt, 40 hours/week

Hybrid

$67,808 - $77,890 / year

Reports to: Vice President of People and Operations

VLGS Benefits and PTO include:

• Full benefits (medical, dental, vision, etc.).
• 403b including 4% employer contribution.
• 2 weeks of paid vacation in addition to paid personal and sick days.
• 11 paid holidays plus two weeks of paid days off for Summer and Winter breaks.
• Employee Assistance Program.
• VLGS course participation with tuition assistance.
• Flexible schedule potential.

Vermont Law and Graduate School is committed to cultivating and preserving a culture of inclusion and connectedness. We grow and learn better together with a diverse group of faculty, staff, and students. In recruiting for faculty and staff, we seek unique backgrounds to enrich and challenge our community.

Position Summary:

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. This role is hybrid on-campus/remote for the right candidate.

Key Duties and Responsibilities:

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.
• Manage and maintain consistent updates of job descriptions for all employees.
• Provide salary recommendations for existing and new employees.

Training and Development:

• Conduct needs analysis to identify training gaps within the organization.
• Design and deliver 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.
• Proven ability to build relationships and influence 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.

Application Requirements:

Please attach a resume and cover letter for consideration. If you are applying from a third party website (Indeed, etc.) and are unable to attach additional materials to your online application, please apply directly at https://www.vermontlaw.edu/community/about-vls/employment-opportunities.

As part of our commitment to compliance with the Americans with Disabilities Act, candidates who meet the qualifications for this position and who require accommodations to apply should contact Human Resources at jobs@vermontlaw.edu. Vermont Law and Graduate School strives to raise the bar for being an Equal Opportunity Employer, and we prohibit discrimination based on race, color, religion, ancestry, sex, sexual orientation, gender identity, age, national origin, place of birth, marital status, disability, veteran's status, HIV status, pregnancy, genetic information, health insurance status, and crime victim status.

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