Human Resource Business Partner; Wright State University
Human Resource Business Partner; Wright State University
Human Resources Business Partners (HRBPs) are assigned to work with various client groups (colleges/divisions/units) and work closely with leadership to provide proactive and strategic HR consultation to help meet the business needs of the university. This is done through strategic workforce planning (including succession planning and compensation review), employee relations/performance management, talent acquisition and engagement, as well as organizational development and implementation of university-wide programs.
Essential Functions
Understanding and Support of Assigned Client Groups
- Serves as primary HR contact for leaders of assigned client groups and provides strategic HR guidance and support of their goals and initiatives. Seeks thorough understanding of needs and objectives to aid in that support while balancing risk and broader university outcomes.
- Provides guidance to faculty and staff in assigned client groups to facilitate responsive customer service for HR-related questions and concerns.
- Integrates inclusive excellence principles into consultation and ensures compliance under ADA, FMLA, FLSA and other applicable federal, state and local laws, as well as university policies
Strategic Workforce Planning
- Guides development of strategic workforce planning proposals that meet the needs of the assigned client groups, in consideration of broader university needs.
- Performs compensation benchmarking to assist the Compensation COE in job audits, salary adjustments and reorganizations. Assists client groups with job content and communicates placement of roles within the university compensation structure.
Employee Relations and Performance Management
- Provides confidential and strategic consultation to leaders regarding university processes and procedures regarding performance management, including corrective action, discipline and termination of employment.
- Collaborates with leaders to develop and implement effective employee relations and talent management practices with attention to equitable and objective implementation.
- Assists with problem/conflict resolution and provides responsive support to emergency employee relations situations. Conducts impartial investigations into employee conduct.
Talent Acquisition and Engagement
- Advises hiring managers on new job description content and initial placement of jobs/salaries within the university classification and compensation structures.
- Provides consultation for all phases of the recruiting process with hiring managers and search committees, i.e. planning of staffing projections, succession planning, applicant pool development, job posting and advertising, screening and selection.
Organizational Development
- Coordinates learning and change management interventions to meet goals and needs of client groups and the broader university.
- Analyzes trends and assists in designing and delivering programs, policies, training and tools that align with university strategic values, competencies, and objectives.
- Supports leader, supervisor and employee growth, i.e. coaching, mentoring, advising.
- Works with other HRBPs and university personnel to provide training and development expertise to programs at both the client group and university level.
Required Qualifications
- Bachelor’s degree in HR, business or related field and 8 years of HR experience.
- Knowledge of strategic HR practices including workforce planning, compensation, employee relations, talent acquisition and organizational development.
- Integrity and judgement necessary to maintain strict confidentiality at all times.
- Good judgment, diplomacy, and objectivity to effectively and appropriately make decisions.
- Demonstrated ability to build and develop relationships, gain the respect of customers, and to effectively manage the client group relationships.
- Experience coaching all levels of management in the areas of conflict management, employee development and employee relations issues.
- Aptitude to define problems, identify trends, collect data, and establish facts to draw valid conclusions.
- Excellent verbal/written communication skills.
- Experience working both independently and collaboratively with employees at various levels of the organization to identify and implement HR solutions.
To apply, go to https://jobs.wright.edu/postings/17046. Wright State University, is an equal opportunity/affirmative action employer, is committed to an inclusive environment and strongly encourages applications from minorities, females, veterans and individuals with disabilities.