HR Business Partner II Academic

University of South Florida•Tampa, FL

About The Position

Primary Purpose: The Academic HRBP II position is responsible for aligning business objectives with employees and management in designated academic units. The Academic HRBP II formulates partnerships across the University and provides strategic support to the employees and leadership within the unit. This position performs work under leadership of the Executive HRBP, may receive direction from the Senior HRBP, and may provide leadership and supervision to the respective HRBP I.

Requirements

Bachelor’s degree in a related field and 4 years of HR experience; or Master’s degree in related field and 2 years of HR experience.
4 years of HR related experience or a combination of education and experience may substitute for the bachelor’s degree.
Ability to foster teamwork.
Ability to drive strategic direction.
Problem-solving skills.
Oral and written communication skills.
Ability to build collaborative relationships.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.

Responsibilities

Acts as a key point of contact for all HR-related processes, issues, and/or questions for the respective academic unit.
Provides consultative guidance and coaching to managers and employees on human resources-related matters, ensuring alignment with university policies, goals, and objectives. Provides leadership, coaching, and/or mentoring to the respective academic unit as it relates to Human Resources matters.
Develops a thorough knowledge and understanding of the assigned academic units to understand their culture, needs, skills, and development opportunities, up to and including, the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Implements organizational development, workforce or succession planning, training, or performance management strategies as developed by the University and in partnership with Learning and Talent Development.
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies; reviews exit interview data to share feedback with leadership and recommend solutions.
Provides HR policy guidance and interpretation; develops internal policies and procedures.
Handles moderately complex employee relations issues in partnership with Employee Relations and refers more complex issues to higher-level staff; supports employee relations, ethics, or compliance investigations.
Partner with Classification and Compensation to administer salary reviews and analysis and advises leadership accordingly.
Manages performance management processes for all assigned employees; advises leadership and employees on the process and makes recommendations.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Other duties as assigned.