Director, HR Business Partners - Research

University of Rochester•City of Rochester, NY

About The Position

As a community, the University of Rochester is defined by a deep commitment to Meliora - Ever Better. Embedded in that ideal are the values we share: equity, leadership, integrity, openness, respect, and accountability. Together, we will set the highest standards for how we treat each other to ensure our community is welcoming to all and is a place where all can thrive.

Requirements

Bachelor's degree and 10 years of human resource management experience required
Excellent verbal and written communication skills required
Excellent interpersonal and negotiation skills required
Excellent organizational skills and attention to detail required
Excellent time management skills with a proven ability to meet deadlines required
Strong analytical and problem-solving skills required
Strong supervisory and leadership skills required
Ability to adapt to the needs of the organization and employees required
Ability to prioritize tasks and to delegate them when appropriate required
Thorough knowledge of employment-related laws and regulations required
Proficient with Microsoft Office Suite or related software required
Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems required

Nice To Haves

Master's degree preferred
Or equivalent combination of education and experience
SHRM-CP upon hire preferred
SHRM-SCP upon hire preferred

Responsibilities

Leads and facilitates the planning and execution of the HR Business Partner program across assigned division(s).
Leads the people strategy as a key member of the operations leadership team for division, including driving the key principles of employee engagement, partnering with Talent Acquisition and learning and development to ensure a robust, diverse, pipeline and collaborating with HR shared services to drive engaging benefits and compensation, processes and systems for employees and leaders.
Directs a comprehensive team of HR Business Partners and the HR operations function.
Manages metrics and information to make strategic workforce business recommendations to division leaders that effectively develop, attract, retain, engage and align our talent to meet business needs.
Coordinates the policies, activities, and staff of the Human Resource (HR) department in division, ensuring best practices in workforce planning, engagement, development, legal compliance and implementation of the division's talent strategy in alignment with strategic business objectives.
Acts as a strategic business partner to business leaders to design, build, and execute strategic talent objectives that drive exceptional business performance through staffing, training, recruiting, and retention in assigned division.
Responsible for identification of problem areas for all HR transactions and service delivery processes and recommends solutions.
Oversees the proper administration of human resource programs in alignment with organizational policies and procedures, including but not limited to, compensation, benefits and leave, disciplinary matters, disputes and investigations, performance and talent management, productivity, recognition and engagement, and training and development.
Provides support on the research, design, and development of HR initiatives in support of the HR strategy, using expert knowledge of the functional area.
Works closely with HR Business Partners to build business acumen and apply it in the planning, development, and implementation of workforce planning and development policies and processes, as well as in training and recruitment initiatives to support each HRBP assignment’s human resource strategy and compliance needs.
Identifies staffing and recruiting needs and helps develop strategies, partnering with the talent acquisition team, and using best practices for hiring and talent management.
Oversees the development of reports from HR systems and shared services involving employee data to evaluate and operationalize key HR metrics to monitor performance, including but not limited to, hiring and selection, turnover, performance, pay, employee engagement, training, skills, EEO, and Affirmative Action.
Oversees the distribution and analysis of executive scorecards for business leaders to determine predictive trends and make effective business decisions regarding talent management.
Oversees analysis of Human Capital data and develops presentations to communicate findings on Human Capital metrics, trends, and variances to their division business leaders.
Responsible for process improvement, including evaluating existing systems and procedures, providing recommendations for changes and improvements, and implementing changes.
Monitors and ensures the division’s compliance with federal, state, and local employment laws and regulations, in collaboration with HR shared services, and using recommended best practices.
Makes recommendations for reviews and modifications to policies and practices to maintain compliance.
Maintains knowledge of Human Resource trends, best practices, regulatory changes, talent management strategies, and employment law and applies knowledge to communicate necessary changes in policy, practice, and resources in collaboration with the HR leadership team.
Understands and ensures compliance with all contract terms covered under collective bargaining agreements.
Oversees the daily workflow team, providing coaching, support, and feedback related to performance expectations and constructive and timely performance evaluations.
Responsible for recruitment, hires, orientation, and training of new staff.
Accountable for disciplinary process and termination of employees in accordance with organizational policy.
Other duties as assigned.