HR Business Partner

• Job Type: Officer of Administration
• Bargaining Unit:
• Regular/Temporary:
  Regular
• End Date if Temporary:
• Hours Per Week: 35
• Standard
  
  Work Schedule:
• Building:
• Salary Range: $120,000 - $130,000

The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above hiring range represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.

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Columbia University Human Resources (CUHR) is dedicated to providing quality service to develop, manage, and support the University's vibrant communityÂso our faculty and staff can do great work.

Reporting to the Assistant Vice President, HR Strategy and Operations, the Human Resources Business Partner serves as the primary HR advisor for an assigned portfolio of schools, institutes, and academic/administrative departments. The HRBP provides consultation on employee relations, performance management, policy interpretation, workforce planning, and organizational matters, and helps ensure coordinated and consistent HR support across the Universityâs decentralized environment. The role exercises independent judgment within established University policies and practices, develops recommendations on challenging issues, and consults with Senior Human Resources Business Partners and appropriate University offices when matters require additional technical, institutional, or risk review.

The position also supports portfolio projects, compliance activities, engagement initiatives, and assigned case work across HR Advisory Support.

• Serve as the primary HR advisor for an assigned portfolio of clients comprised of schools, institutes, and academic/administrative departments.
• Build effective relationships with leaders, managers, and local HR partners; maintain regular engagement and understand client objectives, workforce priorities, and service needs.
• Provide consultation on employee matters, performance management, policy interpretation, workforce planning, organizational matters, and implementation of established HR practices.
• Analyze issues, identify options and risks, make well-supported recommendations, and coordinate follow-through.

• Counsel leaders and local HR partners on performance expectations, feedback, documentation, performance improvement, workplace conflict, conduct, and other employee-related concerns.
• Triage sensitive matters, gather and organize relevant information, assess risk and urgency, and determine when consultation or escalation is needed.
• Partner with Senior Human Resources Business Partners and designated technical leads on complex, high-risk, precedent-setting, or legally sensitive matters.
• Provide project and investigation support as assigned, including coordination, fact-finding, documentation, and follow-up.
• Maintain confidentiality, accurate records, and timely communication throughout case activity.

• Interpret and explain HR policies, procedures, and practices; help clients apply requirements consistently and address questions or gaps.
• Coordinate portfolio-related compliance activities, identify implementation issues, recommend corrective steps, and monitor follow-through.
• Recognize nonstandard or potentially precedent-setting matters and elevate them to the Assistant Vice President, a Senior Human Resources Business Partner, or an appropriate University office.
• Collaborate with central HR functions and other University offices to align advice, clarify roles and responsibilities, and support sound resolution of client matters.

• Support workforce planning and organizational matters by analyzing current practices, staffing needs, role clarity, operating priorities, and implementation considerations.
• Participate in strategic planning and forecasting for the assigned portfolio by conducting analysis and developing…