Human Resources Business Partner

An employee facing position, able to deliver value to the organization and drive decision-making processes, through partnership with supervisors. This role will be key to strengthening our culture and employee experience, putting business acumen to work by using data to influence decisions, empowering supervisors in more effectively and wholistically leading their teams, and being a coach and a consultant to both supervisors at all levels and employees.

Remain informed of state and federal laws, regulations, and competitive practices, ensuring the company's policies and programs conform to laws and regulations and are designed to attract and retain employees. Supports business objectives and serves as an employee advocate on business issues.

• Provides comprehensive human resources consultation and services to the units and divisions assigned, for the purpose of promoting and supporting a highly engaged workforce, committed to the values and driven by the College’s Human Capital Strategy. Drives key people strategies to support supervisors and employees to meet organizational outcomes. Provides timely and effective coaching and development, focusing on supervisors. Effectively administers all human resource policies and procedures.
  
  Ensures organizational risks are mitigated.
• Collaborates with functional HR areas (payroll, benefits, HRIS, recruitment, etc) to support division/unit outcomes and strategies. Advises supervisors on how to effectively use data and other assessment methodologies to identify behaviors, gaps or emerging trends.
• Utilizes team effectiveness methodology and interventions to support teams in forming, developing, and operating at optimal levels of performance.
• Models and applies a data-informed approach and systems-based thinking grounded in the College’s culture of inquiry and evidence, and may include reporting and analysis of key performance indicators detailed in the Employee Retention and Success Dashboard.
• Contributes to improving the inclusion and equitable best practices. Coaches’ supervisors on positive employee relations strategies to maintain engagement and preserve open and direct communication with employees.
• Works to proactively identify people issues and creative solutions to support the business needs. This may include; conducting stay/exit interviews, facilitate team sessions, and/or analyzing termination trends. Coaches supervisors, and employees, as appropriate. Develops, proposes, and implements plans to address issues.

• Monitors employee engagement survey results, coaching and consulting on matters of team culture and development, including performance management, individual and team development.
• Acts as administrator of at least one system or program (i.e., employee engagement, compliance, New Leader Orientation, Performance Management).
• Acts as a project coordinator as assigned and detailed in college, inter-unit, and unit goals each year. This may include, but is not limited to, identifying key success metrics, meeting project milestones, leading task forces, writing executive summary reports, designing and presenting project outcomes/results and recommendations to College governance groups, senior and executive leaders.
• Facilitates and presents at meetings, leadership development training, employee experience, and team development.
• Ensures that human resources policies and practices are applied with fairness and consistency.
• Provides support in areas such as corrective action, employment resignation, retirement, and termination.
• Plays a significant role in the ongoing performance of interdisciplinary teams (i.e., employee safety, employee experience, employee engagement).
• Leads in conducting investigations related to employee concerns, coordinating with internal and external resources in formulating responses. Serves as a Title IX investigator.
• Ensures that the bargaining agreements are applied with consistency. Develops strong relationships with Union Presidents. Advises leaders in contract language and serves on the negotiating team. Provides assistance with grievance responses.
• Cross-trains in other business…