Human Resources Business Partner II

Overview

Working at Yale means contributing to a better tomorrow. Whether you are a current resident of our New Haven-based community, eligible for opportunities through the New Haven Hiring Initiative, or a newcomer, interested in exploring all that Yale has to offer, your talents and contributions are welcome. Discover your opportunities at Yale!

The Human Resources Business Partner (HRBP) will work with various departments in Yale’s central campus academic units to align HR objectives and initiatives to the business needs across the organization. The HRBP will serve as a strategic counselor, consulting and advising senior leaders along with their managers and staff in designated divisions and departments within Yale University. The HRBP will focus on delivering value-added guidance and partnership to management and employees in alignment with Yale’s business objectives and core values.

• Consult, advise, and collaborate with assigned client areas on a range of strategic and tactical human resources (HR) matters including employee relations, compliance, compensation, performance management, labor relations, organizational and talent development, staffing, and benefits. Works with specialized areas within HR to create solutions.
• With a strong understanding of the designated areas, assess client needs and recommend HR solutions and initiatives to support strategic business objectives across all levels of the organization. Educate clients on relevant policies, procedures, and practices relative to an issue(s) as well as the legal aspects and labor relations implications of various decision options.
• Serve as the primary HR contact for assigned departments, partnering with stakeholders to:
• Proactively identify HR needs and implement immediate solutions and/or longer‑term initiatives.
• Provide counsel on employee relations matters and manage/lead investigatory meetings, etc.
• Receive complaints and resolve through informal methods or conducting investigations into possible policy violations and drafting investigation summaries and recommend next steps.
• Facilitate conversations between employees and management and/or union. Partner with management and labor relations on labor strategy and relationships.
• Promote and ensure compliance with federal and state employment laws and regulations and University policies and procedures.
• Gather information and partner with General Counsel to formulate responses to CHRO, EEOC and FLSA complaints.
• Assess training needs and develop and deliver training to the community on relevant HR and policy matters.
• Work with Talent Acquisition and Compensation colleagues as needed to support recruitment and compensation requirements.
• Partner with managers and unit leaders to implement HR programs such as Individual Development Planning, Talent Management and Performance Management.
• Lead Talent Planning, Succession Planning, and other talent programs to support strategic goals of the assigned department.
• Analyze data including exit interviews, turnover data, workplace surveys and other tools to identify areas of potential improvement and impact for the department’s work and culture.
• Conduct exit interviews, may participate in recruiting interviews and other departmental committees related to DEIB, culture or training.
• Recommend workforce plans and provide solutions. Provide strategic support for change by advising, influencing, and leading organizational design efforts. Review current and proposed organizational structure with the client to gain a clear understanding of the reasons for the planned change.
• Ability to tactfully balance clients’ requests and provide solutions in line with university policy, guidelines, and union contract.
• Coach and train other HR Business…