General Summary

As a strategic partner, the HR Business Partner (HRBP) aligns business objectives with employees and management in designated divisions/departments. The HRBP serves as a consultant to management on Human Resource (HR) related issues. Successful HRBP will act as employee champion and change agent. HRBP assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The HRBP formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization. The HRBP interacts with assigned units to maintain a level of business acumen about the units' financial position, culture, and competition.

Principal Duties and Responsibilities

• Manage and resolve complex employee relations issues.
• Conducts effective, thorough and objective investigations, disciplinary and grievance conferences.
• Issue employer grievance responses and participate in arbitrations.
• Provide day to day performance management guidance to management (coaching, counseling, career development, disciplinary actions).
• Work closely with management, employees and union leadership to improve work relationships, build morale, increase productivity and retention.
• Provide HR Policy, Procedure and collective bargaining agreement guidance and interpretation.
• Conduct regular meetings with respective division/department heads and management staff.
• Participate in the collective bargaining process; serving as member of the collective bargaining team.
• Provide guidance and input on division/department restructures, workforce planning, succession planning Manage and evaluate division/department requests for compensation and classification activities.
• Conduct job evaluation and job analysis activities and track statuses Administer employment, compensation and classification processes/procedures, providing consultation/coaching to management when necessary; including serving as staff search advisor, review of personnel action changes/action summaries, position control changes.
• Identify training needs for assigned divisions/departments and individual manager/staff coaching needs.
• Partner with the Training & Organizational Development Department in implementation of trainings/organizational development interventions.
• Participate in evaluation and monitoring of training program success.
• Follow-up to ensure training objectives are met Analyze trends and metrics in partnership with HR group to develop solutions, programs and procedures.
• Develop and communicate HR and University policies and procedures that impact both unionized and non-unionized employees.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Partner with legal department as needed/required Lead and participate on various departmental and University committees and special projects as required.
• Partner with Diversity and Affirmative Action in investigations related to claims of harassment and discrimination.
• Review Affirmative Action goals with division/department heads and assist with implementation of client groups' diversity action plans.
• Labor Relations: Work collaboratively with the university staff unions to maintain a collegial and cooperative labor environment.
• Perform related Departmental duties as required.

Minimum Qualifications:

Bachelor's degree in Human Resource Management, Organizational Development, Business Administration, or related field is required.

A minimum of three years human resources experience providing guidance and consultation to management and staff in the areas of employee/labor relations, compensation, employment, training, organizational development, diversity, affirmative action and employee benefits is required.

Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, federal and state respective employment laws is required.

Excellent client management, consulting, critical thinking/problem solving, data analysis, written and interpersonal communication, conflict management, negotiation skills are required.

Ability to self-direct and manage multiple client groups with conflicting priorities is required; ability to take initiative, anticipate client needs and make recommendations for implementation is required.

Strong presentation and stand-up facilitation skills are required.

Personal computing skills, including working knowledge of word processing, spreadsheet and data base management software applications are required.

Previous experience using computer-based Human Resource Information Systems to access information and process transactions is required.

Experience working directly with a unionized workforce is required. 

Preferred Qualifications:

Master's degree and/or professional human resources certification is preferred.

Specific, past experience managing grievances, is highly preferred.

Previous experience in unionized, higher education or public-sector environment is preferred. 

Experience in higher education or public sector employee relations is highly preferred.

Experience with competency-based performance management and interviewing is preferred.

Experience with Banner and PageUp systems is preferred.

Knowledge of Microsoft Word, Excel, Google PowerPoint, and Crystal Reports is preferred.

Special Instructions:

N/A