Business Partner (Human Resources)

Columbus State Community College•Columbus, OH

About The Position

Are you a seasoned HR professional that is adventurous, innovative, and able to move at the speed of light? If so, this might be the role for you! The HR Business Partner will be a strategic partner who acts as an advisor to the College's leaders on all HR-related matters, while being an employee advocate to enable business success. The HR Business Partner (HRBP) works closely with department leaders to develop and implement comprehensive people strategies that enable the College to attract, develop, engage, and retain top talent. The HRBP is client-centric and thoroughly understands both the client's strategic objectives and day-to-day operations, and builds trusting relationships with faculty, administration, and staff. The HRBP builds strong partnerships and collaborates to ensure delivery of high-quality, value-added services that align with College's goals. The position serves as consultant to leadership on strategic decision-making, including organizational effectiveness, talent and performance management, leadership development and change management. The HRBP is accountable for all associated HR laws, policy, contracts, and regulatory compliance within scope of the position. For consideration, please submit a cover letter along with your resume.

Requirements

Bachelor’s Degree in Human Resources, or a closely related field.
At least three (3) years of progressive responsibility in Human Resources and knowledge of employee relations function and other subject areas of HR.
Knowledge of state, federal, and local labor laws.
Knowledge of dispute resolution and grievance procedures, and knowledge of administering and ensuring adherence to labor/union contracts.
An appropriate combination of education, training, coursework, and experience may qualify a candidate.

Nice To Haves

Ten (10) years of progressive responsibility in Human Resources and certification credential through the Society for Human Resource Management (e.g., SHRM-CP) or HR Certification Institute (e.g., PHR)

Responsibilities

Acts as the primary point of contact for employees and managers in assigned divisional units.
Participates in the establishment of Human Resources programs to ensure proactive service delivery that meets the needs of the campus community and is aligned with the college's overall mission, vision, and values.
Ensures coordinated activities, including, but not limited to, employment processes, compensation, employee relations, employee development, equal opportunity, Title IX, employee leaves, and accommodations.
Develops strong partnerships with management and assigned divisional units, providing consultation, coaching, and leadership guidance in an effort to positively influence organizational performance.
Advises managers in creating high-performance work systems by aligning talent, structure, and technology in order to drive employee engagement, continuous improvement, increased efficiency, and productivity in support of the overall College strategy.
Conducts regular meetings with client leadership to provide status updates, performance management guidance, policy and contract interpretation and guidance, and opportunities to partner and develop services for other needs.
Consults with management regarding complex and/or highly sensitive employee relations matters in the use of performance management and corrective action plans.
Proactively assists employees and leadership in resolving work-related conflicts through facilitation, conflict resolution, and guidance consistent with the College’s mission, values, policies, and procedures.
Conducts administrative and disciplinary investigations or assists as a second-seat investigator; writes investigations reports; participates in disciplinary and grievance hearings; makes recommendations and prepares disciplinary correspondence; and documents disciplinary-related actions.
Consult with the Office of Equity & Compliance in employee matters that require legal review.
Partners with divisional leadership to identify potential patterns, trends, and policy recommendations and bring concerns forward for consideration, utilizing HR metrics to inform, as applicable.
In collaboration with the Employee Experience and Organizational Development Teams and clients, identify programs for development and implementation that support identified employee relations and equal opportunity needs within those areas.
Partners with senior leadership to ensure required training is completed in divisional units.
Consults with management on issues of position reclassification, promotions, demotions, transfers, and position descriptions.
Processes changes to positions and/or personnel.
Processes employee resignations and retirements.
Maintains required employment and investigation files and documentation as required by internal practices and governing regulations, including routine auditing of relevant files.
Utilizes various HR systems and records to retrieve information on individual employees, histories, and situations, going to HRIS staff for higher-level or specialized data needs.
Fosters and maintains a safe environment of respect and inclusion for faculty, staff, students, and members of the community.