HR Manager, Business Partner

Description

What if your next job wasn’t just a role, but a place where you truly felt valued, inspired, and empowered? Imagine working for a company that’s dedicated to educating, inspiring, and empowering others, while fostering a family-like atmosphere that genuinely respects and appreciates every team member. Now, imagine that this company also offers A flexible hybrid work schedule.

• Strong, guiding values that drive everything we do
• Outstanding benefits to support your well-being
• The opportunity to make a meaningful impact every day

Does that sound like a place where you’d thrive?

If so, keep reading, because this is exactly what Westcliff University is all about. Here’s a glimpse of what makes our culture amazing:
At Westcliff, we strive to be the best in all we do, celebrating and supporting each team member as we grow and succeed together. As a global leader in innovative education, we’re known for our transformative, tech-driven programs and our unwavering and commitment to excellence.

Our tagline – Educate. Inspire. Empower. – perfectly sums up our mission: to create opportunities for students and employees to achieve success through hard work and empowerment.

By joining the Westcliff team, you’ll have the chance to leave your personal mark on a growing institution, helping us shape the future of education while being part of a supportive and innovative community. Ready to feel inspired and appreciated while making a real difference?

Apply now, and let’s grow and succeed together!

HUMAN RESOURCE MANAGER, BUSINESS PARTNER (Hybrid)

The HR Manager, Business Partner (HRM-BP) plays a strategic leadership role in aligning people

strategies with business objectives across assigned departments or functions. This role serves as

a trusted advisor to senior leaders and provides high-level guidance on organizational design,

talent management, change management, and performance optimization. The HRM-BP also

leads a team of three HR Generalists, ensuring consistent, high-quality execution of HR

programs and processes.

• Directly supervises and supports a team of three HR Generalists.
• Provides coaching, performance feedback, and professional development for the HR team.
• Oversees day-to-day HR operations to ensure alignment with organizational goals and
• compliance with employment laws.

• Builds and maintains strong relationships with departmental leaders to provide strategic guidance and workforce planning support.
• Collaborates with leadership to implement organizational initiatives, cultural improvements, and DEI strategies.
• Participates in the development and execution of HR strategies that drive talent attraction, retention, and engagement.
• Provides direction, training, and mentorship to HR Generalists to ensure consistent execution of policies and processes.
• Sets performance expectations and monitors progress, providing regular feedback and coaching.
• Promotes a culture of continuous improvement and service excellence within the HR team.
• Leads complex and high-risk employee relations matters, ensuring thorough documentation and compliance with federal and state labor laws.
• Oversees investigations and partners with legal counsel and leadership on outcomes as needed.
• Maintains knowledge of and ensures compliance with changing employment regulations, providing proactive updates and guidance.
• Oversees implementation of key HR programs including onboarding, performance management, employee engagement, and exit processes.
• Partners with internal stakeholders to review, enhance, and scale HR programs based on organizational growth and employee feedback.
• Supports compensation reviews, job evaluations, and workforce restructuring initiatives in collaboration with senior leadership.
• Identifies leadership and skill development needs and facilitates training strategies to support growth and succession planning.
• Supports the execution of performance improvement plans and career pathing programs.
• Collaborates with Talent Acquisition to ensure recruitment strategies are aligned with department needs and organizational priorities.
• Analyzes HR metrics (e.g., turnover,…