HR Business Partner

University of New Hampshire•Keene, NH

16d•$57,590 - $102,850

About The Position

Keene State College invites applications for a Human Resources Business Partner (HRBP) to support achievement of the College’s mission and strategic plan by providing strategic and tactical consulting on people and organizational development strategies, adapting to the needs and styles of a diverse workforce in operational, academic, administrative, union and non-union environments. The HRBP carries out responsibilities in the following functional areas: workforce planning, organizational design, employee development, performance management, employee relations, policy development and application, employee initiatives and training. They serve as the primary point of contact for managers and employees to understand the HR services delivery model and obtain services. Duties/Responsibilities Organizational Development and Strategic Partnership (40%) : Using independent judgment and metric based assessment of each organization’s climate, culture and strategic initiatives, provide guidance to leaders throughout management levels on organizational development, including workforce planning, staffing structure, succession planning, recruiting, employee development, performance management, organizational learning and labor relations. Act as a change agent through process design analysis to support change and transformation driving towards best practice solutions. Provide consult in the engagement of employees in strategic department/unit/college initiatives. Counsel, educate, and advise managers and employees on KSC and USNH policies, and collective bargaining agreements. Provide guidance to management regarding HR processes for job changes, new position requests, position updates, position reviews, increase requests, temporary assignments, equity requests and performance bonuses. Liaise cross functionally with colleagues across the Human Resource, Legal, Finance and Academic Administration teams. Drive strategic decision making through use of data and analytics, leveraging our internal HCM system, to evaluate patterns and trends and provide insight for HR program initiatives. Gather feedback through stay and exit interviews and collaborate with managers on action items. Champion strategic HR initiatives and programmatic changes and the engagement with employees and supervisors related to these activities, including training and communication support. Employee Relations and Compliance (40%) : Manage employee issues in both formal and informal situations, through investigation, mediation, and data collection and analysis to recommend and facilitate resolutions. Foster a fair and equitable workplace culture by partnering, coaching, and advising supervisors/managers and employees on issues that pertain to employee relations, ADA, legal compliance, collective bargaining agreement parameters and performance management. Manage complex issues involving understanding, interpreting, communicating, and consistently applying KSC and USNH policy, state/federal laws and their interdependencies, Collective Bargaining Agreements, often involving partnership with other KSC/USNH departments and offices. Research/investigate and compile pertinent data to influence consistent and compliant resolutions. Serve as an advocate for employee needs and concerns and represent employees in a broader context to the campus community. Training and Special Projects (20%) : Act as a cultural ambassador for continuous improvement and learning. Design and deliver standard and custom training programs on a broad range of HR topics (e.g., performance management, team building, supervisory development, succession planning, orientation etc.) resulting in improved supervisory and management practices and improved employee retention. Provide leadership for HR and campus initiatives, special projects, process improvement and committees. Review and provide feedback on policy revisions, updates to the HR Website, and campus communications. Stay current on HR laws and attend professional development. Other duties as assigned.

Requirements

Bachelor’s degree and five years of related experience in personnel/human resources work or Master’s degree and three years of related experience, involving a year or more in a specialized field, if required.
Ability to work with and maintain confidential data and information.
Ability to communicate clearly, concisely, accurately, and professionally, both verbally and in writing.
Process improvement capability and flexibility to find better solutions to complete the work.
Ability to thrive in an ambiguous and rapidly changing environment.
Ability to organize, multi-task and prioritize tasks.
Ability to make recommendations to effectively resolve problems or issues.
Effective interpersonal skills and desire to work in a collaborative environment with institutional leaders and System, as well as colleagues within HR.
Demonstrated attention to detail and accuracy within a fast-paced environment.
Professionalism, confidentiality, discretion, and good judgment.
Proficiency with standard technology platforms.
Demonstrated problem-solving skills that result in resolution of issues/concerns in a timely manner.

Nice To Haves

Higher Education experience a plus, along with work experience in a unionized setting preferred.
Professional Human Resources certification from SHRM/HRCI or other similar professional organization is also preferred.

Responsibilities

Using independent judgment and metric based assessment of each organization’s climate, culture and strategic initiatives, provide guidance to leaders throughout management levels on organizational development, including workforce planning, staffing structure, succession planning, recruiting, employee development, performance management, organizational learning and labor relations.
Act as a change agent through process design analysis to support change and transformation driving towards best practice solutions.
Provide consult in the engagement of employees in strategic department/unit/college initiatives.
Counsel, educate, and advise managers and employees on KSC and USNH policies, and collective bargaining agreements.
Provide guidance to management regarding HR processes for job changes, new position requests, position updates, position reviews, increase requests, temporary assignments, equity requests and performance bonuses.
Liaise cross functionally with colleagues across the Human Resource, Legal, Finance and Academic Administration teams.
Drive strategic decision making through use of data and analytics, leveraging our internal HCM system, to evaluate patterns and trends and provide insight for HR program initiatives.
Gather feedback through stay and exit interviews and collaborate with managers on action items.
Champion strategic HR initiatives and programmatic changes and the engagement with employees and supervisors related to these activities, including training and communication support.
Manage employee issues in both formal and informal situations, through investigation, mediation, and data collection and analysis to recommend and facilitate resolutions.
Foster a fair and equitable workplace culture by partnering, coaching, and advising supervisors/managers and employees on issues that pertain to employee relations, ADA, legal compliance, collective bargaining agreement parameters and performance management.
Manage complex issues involving understanding, interpreting, communicating, and consistently applying KSC and USNH policy, state/federal laws and their interdependencies, Collective Bargaining Agreements, often involving partnership with other KSC/USNH departments and offices.
Research/investigate and compile pertinent data to influence consistent and compliant resolutions.
Serve as an advocate for employee needs and concerns and represent employees in a broader context to the campus community.
Act as a cultural ambassador for continuous improvement and learning.
Design and deliver standard and custom training programs on a broad range of HR topics (e.g., performance management, team building, supervisory development, succession planning, orientation etc.) resulting in improved supervisory and management practices and improved employee retention.
Provide leadership for HR and campus initiatives, special projects, process improvement and committees.
Review and provide feedback on policy revisions, updates to the HR Website, and campus communications.
Stay current on HR laws and attend professional development.
Other duties as assigned.