HR Business Partner

Eastern Michigan University•Ypsilanti Charter Township, MI

22d•$70,900 - $86,900•Onsite

About The Position

The HR Business Partner (HRBP) is a strategic partner who aligns business objectives with employees and management in designated divisions and departments. The HRBP consults with management on human resources issues, assesses and anticipates HR-related needs, and develops integrated solutions in partnership with the HR department and business management. The role provides value-added service to management and employees while maintaining an understanding of assigned units’ financial positions, cultures, and competitive environments. The position is in University Human Resources, within the Labor Relations subdivision of the Academic and Student Affairs division, and is based at the Main Campus. It is a full-time, onsite position. Salary is $70,900–$86,900, commensurate with qualifications and experience.

Requirements

Bachelor’s degree, preferably in Business Administration, Computer Information Systems, Human Resource Management, or a related behavioral science field; alternatively, eight years of equivalent work experience or an equivalent combination of education and experience demonstrating the ability to perform the essential duties.
Working knowledge of HR principles and practices, typically acquired through at least one year of experience in an HR-related position or through a combination of graduate-level coursework and related internship experience.
Demonstrated independent judgment, strong verbal and written communication skills, ability to maintain confidentiality and meet deadlines, and ability to interact with all organizational levels.
Previous experience using computer-based Human Resource Information Systems to access information and process transactions.

Nice To Haves

Master’s degree and/or professional human resources certification.
Experience advising and consulting with management and staff on employee and labor relations, compensation, employment, training, organizational development, and employee benefits.
Experience with competency-based performance management and interviewing.
Experience in a unionized, higher education, or public-sector environment.
Knowledge of Access, PowerPoint, and Crystal Reports.
Experience with Banner and PageUp systems.

Responsibilities

Manage and resolve complex employee relations issues, conduct objective investigations and disciplinary and grievance conferences, issue employer grievance responses, and participate in arbitrations.
Provide day-to-day performance management guidance to management, including coaching, counseling, career development, and disciplinary actions.
Work with management, employees, and union leadership to improve work relationships, morale, productivity, and retention.
Provide guidance and interpretation on HR policies, procedures, and collective bargaining agreements.
Conduct regular meetings with division and department heads and management staff, and participate as a member of the collective bargaining team.
Advise on division and department restructures, workforce planning, and succession planning.
Manage and evaluate requests for compensation and classification activities; conduct job evaluations and job analyses, and track their status.
Partner with hiring managers and search committees on recruitment strategy and support the recruitment lifecycle, including candidate sourcing, screening, and assessment.
Administer employment, compensation, and classification processes and procedures; consult and coach management as needed, serve as a staff search advisor, review personnel action changes and action summaries, and manage position-control changes.
Identify training needs and individual coaching needs, and partner with the Training & Organizational Development Department to implement training and organizational development interventions.
Evaluate and monitor training programs and follow up to ensure training objectives are met.
Analyze trends and metrics with the HR group to develop solutions, programs, and procedures; develop and communicate HR and University policies and procedures affecting unionized and non-unionized employees.
Maintain knowledge of legal requirements for employee management to reduce legal risks and ensure regulatory compliance; partner with the legal department as needed.
Lead and participate in departmental and University committees and special projects as required.
Partner in investigations of harassment and discrimination claims.
Work collaboratively with university staff unions to maintain a collegial and cooperative labor environment.