Human Resources Business Partner

Human Resources Business Partner

Mitchell Hamline School of Law is seeking to hire a full-time Human Resources Business Partner. This position serves as a partner to supervisors, managers, and staff at Mitchell Hamline School of Law, providing comprehensive human resources support to assigned areas of the School. The HR Business Partner develops an understanding of the operations, workforce needs, and priorities of assigned departments and provides guidance and support throughout the employment lifecycle, including workforce planning, recruitment, performance management, employee relations, compensation and classification, policy interpretation, leave and accommodations, onboarding, and offboarding.

As a member of the Human Resources team, the HR Business Partner combines consultative support with hands-on HR administration to provide responsive, practical, and consistent service to managers and employees.

• Serves as the primary HR partner for assigned departments, developing an understanding of their operations, workforce needs, and priorities and identifying opportunities to strengthen organizational effectiveness and the employee experience.
• Partners with managers to anticipate workforce needs, address people challenges, and implement practical solutions that support departmental and institutional priorities.
• Supports organizational change, including changes in structure, roles, staffing, processes, and ways of working.
• Uses workforce data, employee feedback, and HR trends to identify opportunities and recommend improvements.
• Provides guidance and support to managers and employees on HR policies, practices, and workplace matters.

• Coaches managers on employee relations, performance management, employee development, communication, and other people-related matters.
• Handles employee relations matters, including workplace concerns, conflicts, performance concerns, grievances, and disciplinary actions, in accordance with School policies and applicable laws.
• Conducts HR investigations and develops performance improvement plans and other corrective action in collaboration with managers.
• Identifies and partners with the HR team on matters requiring additional review based on complexity, sensitivity, risk, precedent, or institutional impact.
• Supports the School's performance management process and assists with the development and delivery of manager and employee training.

• Partners with hiring managers and search committees throughout recruitment and selection, including staffing needs, job descriptions, recruitment strategy, applicant screening, interviews, and selection.
• Supports recruiting administration, onboarding, orientation, and offboarding activities to provide an effective employee experience throughout the employment lifecycle.
• Reviews and develops job descriptions, participates in job evaluations, and conducts compensation and market analysis to support hiring, promotion, reclassification, and other compensation recommendations.
• Identifies recruitment, retention, and workforce trends within assigned areas and recommends opportunities for improvement.
• Conducts exit interviews and uses employee feedback to identify trends and opportunities.

• Interprets and applies HR policies and practices and supports compliance with applicable federal, state, and local employment laws and regulations.
• Provides guidance and support related to leaves of absence, workers' compensation, and reasonable accommodations in alignment with applicable laws and School policies and practices.
• Completes HRIS transactions, reporting, documentation, recordkeeping, I-9 administration, background checks, employment changes, and other employee lifecycle processes associated with assigned responsibilities.
• Identifies HR policies, processes, and practices that may need clarification or improvement and recommends or supports changes.
• Provides general HR department support and coverage, participates in HR and School-wide projects and initiatives, and performs other duties as assigned.

An individual in this position must be able to successfully perform the essential duties and responsibilities listed above. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this position.

• Broad knowledge of human…