Lead Human Resources Business Partner

University of the Pacific•Stockton, CA

2d•Onsite

About The Position

Primary Purpose Under the direct supervision of the Director of Human Resource Partner Services, this role will be the primary point of guidance in supporting our senior leaders, managers, and employees within the designated unit/division/department for Human Resources services. The HRBP serves as a strategic and trusted advisor, supports an inclusive and dynamic culture and workforce, and pursues continuous improvement through knowledge, collaboration, and leadership. Acting as an interface between the unit and the Office of Human Resources, the HRBP provides high quality, business focused and strategic level guidance, resources and support by explaining processes related to recruitment, hiring, onboarding, benefits, compensation and classification, performance management, employee/labor relations and offboarding procedures. Human Resources Business Partner – Under close supervision, by the Director of HR Partner Services or the Lead HRBP , incumbents perform routine duties while learning University policies and procedures and specific techniques and regulations to the broad area of human resources. As experience is gained, duties gradually become more diversified and are performed under more general supervision. Senior Human Resources Business Partner – Incumbents are competent to perform a wide variety of professional level, complex and highly-sensitive duties under no supervision. Assignments are concentrated in recruitment, onboarding, leave of absence, performance management, employee relations and offboarding. Incumbents are expected to perform work in all defined areas, audit other HRBPs work and have working knowledge of labor relations. Incumbent to provide support to other HRBPs as the needs arise. Lead Human Resources Business Partner: Incumbents provide lead direction to HRBPs in specific areas and perform the most complex, high volume and sensitive activities. Incumbents possess detailed knowledge of designated unit operations, recruitment needs, development needs, and leadership organizational structures. Primary focus on designated unit(s) but responsibilities may include providing support in other areas as the needs arise. Incumbents also teach other HRBPs on topics of subject matter expertise. This role is the direct back-up to the Director of Human Resources Partner Services.

Requirements

Human Resources Business Partner Bachelor’s Degree (Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post high school education coursework).
One (1) years of work experience in Human Resources
Senior Human Resources Business Partner Bachelor’s Degree (Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post high school education coursework).
Two (2) years of work experience with employee relations
Two (2) years of progressive work experience in human resources
Lead Human Resources Business Partner: Bachelor’s Degree (Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post high school education coursework).
Two (2) years of work experience with labor relations.
Six (6) years of progressive work experience in human resources.
Two (2) years of supervisory experience.
Professional in Human Resources ( PHR ) or SHRM Certified Professional ( SHRM -CP) certification.

Nice To Haves

Bachelor’s Degree in Human Resources or Business Administration.
Professional in Human Resources ( PHR ) or SHRM Certified Professional ( SHRM -CP) certification.
Knowledge of Human Resources administration and employment-life cycle laws and regulations.
Ability to develop strong relationships with stakeholders by displaying integrity in service.
Service focused attitude, high level of professionalism, discretion and judgement.
Ability to problem solve with clear verbal and written communication skills.
Ability to advise and explain processes, procedures and concepts in a simplified manner.
Confident demeanor to advocate for changes, actions and development.
Demonstrated experience in computer and software applications.
Ability to work independently and within a team.
Demonstrated effective organizational skills.
Human Resources experience in a higher education setting.
Experience and sensitivity in working with people of diverse backgrounds and cultures.
Demonstrated experience in advancing social justice, equity, and inclusion in a university setting.
Ability to engage and integrate culturally responsive practices and knowledge in their work.

Responsibilities

Strategic Partnership Serves as a member of the leadership/management team.
Implements and communicates new or enhanced HR or University wide policies and processes including providing training services, in collaboration with other HR Services.
Responsible for having a physical presence within the units served to help anticipate needs, drive key priorities, and understand assigned unit culture.
Assesses training needs, both mandatory and development opportunities to include DEI training opportunities.
Provides consultative support to management on strategic planning and organizational design initiatives.
Serves as a resource for employees regarding all HR-related inquiries, concerns, milestones, and support.
Advises management on Monthly Service Report analytics.
Talent Acquisition & Organizational Planning: Provides consultation and guidance to hiring managers and search committees with the recruiting process, including screening applicants, development of recruitment strategy, and the development of phone screen and/or interview questions.
Provides guidance on staffing projections, creating/analyzing job descriptions, effective posting and advertising strategies, including broadening diversity.
Provides administrative support throughout the recruitment and hiring process and move recruitments through the applicant tracking system until finalization.
Provides tools to the supervisor and department to ensure a smooth and engaging onboarding experience for all employees.
Benefits: Provides general guidance on employee benefits eligibility, answers general questions, and collaborates with HR Operations to ensure operational continuity and consistent application of the process.
Provides general guidance on retirement eligibility, answers general questions, and collaborates with HR Operations to ensure operational continuity and consistent application of the process.
Compensation: Serves as a strategic partner facilitating the University’s compensation programs and salary practices.
Advises and provides support in compensation matters including creative solutions to compensation challenges and stipends.
Advises management on job description reviews, reclassifications, and promotions to ensure compliance with EEOC guidelines and University Policy.
Applies knowledge of local, state, federal laws and employment trends that may affect compensation programs, practices, and policies.
Provides needed documentation to ensure validity of compensation decisions.
Leave of Absence and Reasonable Accommodations: Provides HR policy guidance on workers’ compensation, Family Medical Leave Act ( FMLA ), California Family Rights Act ( CFRA ), and other leaves of absence as well as reasonable accommodations in alignment with federal and state laws.
Performance Management, Employee Relations, and Investigations: Acts as a consultant and coach to managers on employee relations, performance management, talent development, and other HR-related matters.
Serves as a resource for employees regarding HR-related inquiries, conflict resolution, and other workplace issues.
Handles employee relations issues, including conflicts, grievances, and disciplinary actions, in accordance with University of the Pacific policies and applicable laws.
Conducts HR investigations as needed according to University of the Pacific policy and applicable laws.
Recommends solutions to create a positive and respectful work environment for all.
Off-boarding: Initiates off-boarding with all employees, including voluntary and involuntary exiting procedures.
Conducts exit interviews for employee’s leaving Pacific and follow up with unit leadership to address concerns or opportunities for improvement.
Other Strategic Support: Processes independent contractor forms.
Collaborates with the HR team to design and implement HR programs and initiatives that support business goals and enhance employee engagement and retention.
Leads or supports HR projects, such as workforce planning, organizational design, and change management.
Stays informed about industry trends and best practices in HR, and proactively recommend innovative strategies and/or opportunities.
Perform other duties as assigned.