HR Business Partner

HR Business Partner

Responsible for aligning business objectives with HR strategies/services by serving as a consultant to leadership and employees. Acts as an liaison between supported divisions/departments and HR specialty functions to ensure that HR solutions are aligned with institutional priorities.

Manage and resolve complex employee relations matters and workplace concerns with professionalism, sound judgment, and a solutions-oriented approach. Provide day-to-day guidance and coaching to managers related to performance management, employee development, disciplinary actions, and workplace issues. Partner closely with leadership and employees to foster positive working relationships, strengthen employee engagement, and support productivity and retention efforts. Advise departments on HR policies, procedures, and best practices while identifying opportunities for process improvement and operational effectiveness.

Participate in regular meetings with division and department leadership to provide strategic HR consultation and support. Support organizational initiatives including workforce planning, succession planning, departmental restructures, and talent management strategies. Collaborate with Compensation and Classification teams on position reviews, updates, and compensation-related considerations to ensure alignment with institutional practices and market standards. Partner with Talent Acquisition on recruitment strategies, key searches, and hiring initiatives to attract and retain top talent.

Identify learning and development opportunities for departments and leaders and collaborate with HR partners to support training and coaching initiatives. Analyze workforce trends, metrics, and organizational data to recommend HR solutions, programs, and process improvements. Perform other duties as assigned.

Bachelor's degree in human resource management, Organizational Development, Business Administration or related field. A minimum of three (3) years of Human Resources experience providing guidance and consultation to internal customers/business managers on employee relations and performance management, with exposure to working with compensation, talent acquisition, learning/development, organizational development, benefits, and HRIS is required. Knowledge of federal and state employment laws and HR best practices.

Understanding of core human resources functions including employee relations, talent acquisition, compensation, organizational development, performance management, learning and development, HRIS, and employee engagement. Experience using HR systems, data management tools, and technology to support HR operations and decision-making. Strong relationship-building, consulting, and communication skills with the ability to effectively partner with leaders and employees at all levels. Demonstrated critical thinking, problem-solving, conflict resolution, and decision-making abilities.

Ability to analyze and interpret workforce data, trends, and metrics to support business and organizational objectives. Experience managing multiple priorities and providing strategic HR guidance in a fast-paced environment. Ability to work independently, exercise sound judgment, and proactively identify and address organizational needs. Strong collaboration skills with the ability to build effective partnerships across departments and HR functional areas. Proficiency with Microsoft Office applications, HR systems, and other digital tools, including emerging AI technologies.

Master's degree in human resources, Business Administration, Organizational Development, or a related field. Professional HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP, or equivalent). Previous experience in higher education or a public-sector environment.