HR Business Partner - HR Consulting Services

Minimum Qualifications:

Bachelor’s degree in a related field. Five (5) years of professional human resources experience with two (2) years of experience in a core HR functional area or as an HR Generalist. HRCI Certified Professional or Senior Certified Professional (PHR or SPHR), or SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential, or ability to obtain the above professional certification within one year of employment.

Preferred

Qualification:

Relevant Human Resources experience in higher education is highly desirable.

Significant Employee Relations or HR Business Partner experience.

Job Summary:

Provides strategic human resources consultation, support, and solutions to designated business units to define and execute HR strategies that enable the accomplishment of business objectives. Anticipates and plans for human resources needs and trends in partnership with business leaders and HR centers of expertise to convert strategies into result-driven actions.

Job Duties:

Acts as an HR strategist for assigned client groups by understanding the business strategy and crafting relevant solutions to meet business needs. Leads the effective implementation of HR plans and initiatives to ensure the achievement of objectives.

Develops, coordinates, and utilizes trend analysis information for data-driven human capital strategy development to improve business function effectiveness.

Drives necessary changes by gathering resources and influencing organizational change. Leads change by using a structured approach to change, enabling the organization to be change-agile.

Works with business leaders to initiate and implement optimal organizational structure to accomplish business objectives and leverage talent.

Coaches business leaders on leadership behaviors and practices, employee communications, development, and performance management strategies and tactics to promote engagement and a culture of continuous growth and development.

Ensures that solutions are consistent with organizational objectives. Recommends methods to minimize or prevent future issues.

Engages the HR centers of expertise to develop solutions and programs aligned with business strategies, structures, and challenges.

Partners with Talent Management to implement initiatives that support workforce planning, talent acquisition and retention, succession planning, employee engagement, and organizational design issues and make recommendations, as appropriate.

Coordinates with Compensation to facilitate resolution of compensation-related issues with business leaders such as job reclassifications, the creation of new positions and career ladders, evaluation of multiple positions in a job family, and analysis of market data to determine internal equity and market competitiveness. Collaborates with Employee Relations to manage complex employee relations and work environment issues, diagnose the root causes of these issues, and identify appropriate interventions.

Provides input into staff reassignments, business unit reorganizations, and reductions in force.

Provides leadership and expertise to cross-functional teams and participates in cross-functional projects.

Directs employees to the HR service center (including self-service) for appropriate administrative services/requests. Provides feedback to the HR service center based on comments from customers.

Assists in the development and implementation of the Affirmative Action Plan.

Participates in standing and ad hoc committees as assigned.

Adheres to internal controls and reporting structure.

Performs related duties as required.

Knowledge/Skills/Abilities:

Excellent interpersonal and professional communication skills, both verbal and written.

Strong organizational…