Human Resources Business Partner

Description:

Job Purpose:


Strategically guide and provide consultation to employees and managers on general and specialized fundamental and moderately complex HR issues, including advising on and interpreting matters not clearly defined in existing HR policies, practices, and processes. Facilitate and lead implementation of HR programming for school/unit. Leverage knowledge of organizational development, strategy, and goals to suggest efficiencies and process improvement opportunities. Provide guidance and mentorship to junior HR team members.

May serve as a team or project lead on school/unit HR initiatives.
This position is 50% operational and 50% consultative.

Core Duties:
Change Management:
May support senior HR leadership with local and university-wide change management efforts (stakeholder analysis, measures of success, risk assessment, implementation, monitoring).
Compensation:
Consult with managers on - fundamental and moderately complex compensation-related matters (salary actions, bonuses, and supplemental pay, assignment of employees to job titles), consulting with more senior HR team members and/or central compensation team on highly complex matters as needed. Administer the area's salary planning program to meet school/unit and university guidelines. Provide consultation to managers on how performance ratings translate to compensation decisions.

May assist with the development of incentive plans.
Disability and Leaves / Worker's Comp:
Consult with managers on fundamental and moderately complex disability/leave and workers compensation matters (eligibility, process, accommodations), consulting with more senior HR team members or subject matter experts on highly complex matters as needed. Educate and train managers to meet the university's guidelines. Advise managers on interim staffing plans resulting from team member absences.
ELR:
Consult with managers on fundamental and moderately complex employee labor relations matters (corrective action, investigations, workplace accommodations, wage/hour, layoffs, terminations). Consult with more senior HR team members or UHR-ELR on highly complex issues as needed. Educate and train managers to meet university guidelines.
Employee Engagement:
Contribute to the development of surveys and initiatives to assess and support a positive work environment for employees and managers. Analyze resulting survey data and provide recommendations to senior leaders. Consult with more senior HR team members or subject matter experts in developing, implementing, and monitoring action plans. Educate and train managers on creating and sustaining a positive work environment for their teams.
HRIS/People Analytics:
Support fundamental and moderately complex functions and record retention. Generate and explain standard and specialized reports (turnover, movement, accrual usage, etc.) to managers regarding their teams, utilizing human resources expertise to provide analysis and recommendations. Consult with more senior HR team members or subject matter experts on highly complex matters as needed. Educate and train managers on understanding, interpreting, and applying available reports.
Performance Management:
Consult with managers on fundamental and moderately complex performance management matters (setting expectations and goals, regular check-ins, developing positive performance/behaviors, conducting annual reviews), consulting with more senior HR team members or subject matter experts on highly complex issues as needed. Educate and train managers on best practices to foster strong performance and meet university guidelines.
Talent Acquisition:
Consult with managers on fundamental and moderately complex talent acquisition matters (creating job postings, determining job-specific competencies, interviewing tools & techniques, candidate selecting & onboarding), consulting with more senior HR team members or subject matter experts on highly complex matters as needed. Analyze candidate data and collaborate with more senior HR team members on overall recruitment strategy. Educate and train managers to foster a positive candidate experience and meet university guidelines.

May oversee the school/units onboarding and exit processes to ensure a smooth experience for employees.
Talent Development:
Consult with managers and employees on fundamental and moderately complex talent development matters (aligning business goals with personal motivation & talents, promoting professional development opportunities,…