Human Resources Business Partner
Under limited supervision, serves as the onsite human resource consultant to all levels of employees including leadership, staff, and faculty. Communicates proactively as a champion and change agent working closely with management and employees to improve work relationships, build morale, and encourage a collaborative, inclusive and diverse culture. Assesses and anticipates human resource related needs and works collaboratively with specific human resource teams such as benefits, classification, talent acquisition and professional development to support the campus. Provides guidance on litigation avoidance, grievances, regulatory compliance, and employment law. As a member of the employee engagement team, advises on employee relations matters; conducts thorough and timely investigations; researches, recommends, and develops policy changes; and responds to complaints.
Duties and Responsibilities:
(This list is not exhaustive and may be supplemented as necessary)
- Recognizes, trains, coaches and provides meaningful feedback to support talent development and performance counseling and management, including providing daily coaching on employee relations issues, policy interpretation and their application.
- Serves as a resource to supervisors and employees on issues of compensation, benefits, and talent acquisition as well as issues of concern to employees on the campus.
- Conducts effective, thorough, objective and timely investigations and recommends possible solutions and action steps needed. Responds to complaints of harassment, discrimination, employee grievances and other sensitive issues. As necessary coordinates with legal department and prepares position statements for EEOC. Supports management with the handling and resolution of employee claims and grievances. Terminates employment as necessary.
- Collaborates with supervisors on disciplinary issues and performance improvement plans and other complex or difficult employee issues. Foster supervisor accountability as it relates to staff development, performance management, succession planning, talent management and leadership methods to reach resolution.
- Leads a compliance culture that mitigates legal risk (e.g., Form I-9, termination and final pay requirements, etc.). Maintains compliance and understanding with federal and state regulations concerning employment practices. Supports and administers policy and ensures compliance with federal, state, and local employment laws and regulations.
- Facilitates learning in targeted areas such as supervisory and leadership, cultural awareness, people systems, processes and compliance. work with committees, projects and initiatives in support of workplace cultural cornerstones of the college such as innovation, customer focus, diversity, and integrity.
- Utilizes metrics to monitor EEO, equity and access regulations and identifies trends to reduce turnover.
- Coordinates formal and informal employee recognition programs and events on campus and college wide.
- Performs other job-related duties as assigned.
Required Minimum Qualifications:
Education and Experience:
- Bachelor’s degree in Human Resource Management, Business, or related field
- Four years of related experience to include experience in conducting investigations
Knowledge of:
- Federal and State legislation with specific emphasis on employment and public sector statutes
- Multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, recruitment, benefits, and professional development