HR Business Partner
About The Position
The HR Business Partner supports the University’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 across operational, academic, administrative, union, and non-union environments. The role’s functional areas include workforce planning, organizational design, employee development, performance management, employee relations, policy development and application, employee initiatives, and training. The HRBP serves as the primary point of contact for managers and employees seeking to understand the HR services delivery model and obtain services. The position partners with leaders and employees on organizational development, workforce planning, staffing structures, succession planning, recruiting, employee development, performance management, organizational learning, and labor relations. It supports organizational change and transformation, employee engagement, strategic decision-making through data and analytics, and HR initiatives and program changes. The role also manages employee relations matters, investigations, mediation, policy and legal compliance, and training and special projects. It designs and delivers HR training, supports continuous improvement, contributes to campus initiatives and committees, and reviews policy revisions and HR communications.
Requirements
- Bachelor’s degree and five years of related personnel or human resources experience, including at least one year in a designated area of specialization if required by the position; or a master’s degree and three years of related experience, including at least one year in a specialized field if required.
- Excellent oral and written communication skills.
- Supervisory and administrative ability.
Nice To Haves
- Experience using a robust HCM system such as Workday.
Responsibilities
- Provide strategic and tactical guidance to leaders on organizational development, workforce planning, staffing structure, succession planning, recruiting, employee development, performance management, organizational learning, and labor relations.
- Assess organizational climate, culture, and strategic initiatives using independent judgment and metrics.
- Analyze processes and support organizational change and transformation by identifying best-practice solutions.
- Consult on employee engagement in strategic department, unit, and University initiatives.
- Counsel, educate, and advise managers and employees on USNH policies.
- Guide management through HR processes for job classifications, reclassifications, equity requests, and performance bonuses.
- Coordinate with Human Resources, Legal, Finance, and Academic Administration colleagues.
- Use data and analytics, including the internal HCM system, to evaluate patterns and trends and inform HR program initiatives.
- Gather feedback through stay and exit interviews and collaborate with managers on resulting action items.
- Champion strategic HR initiatives and program changes, including employee and supervisor engagement, training, and communications.
- Manage formal and informal employment issues through investigation, mediation, and data collection and analysis; recommend and facilitate resolutions.
- Coach and advise supervisors, managers, and employees on employee relations, legal compliance, collective bargaining agreement parameters, and performance management.
- Interpret, communicate, and consistently apply UNH and USNH policies and applicable state and federal laws, partnering with other departments and offices as needed.
- Research and investigate issues and compile relevant data to support consistent and compliant resolutions.
- Advocate for employee needs and concerns and represent employees in the broader campus community.
- Promote continuous improvement and learning as a cultural ambassador.
- Design and deliver standard and customized training on HR topics, including performance management, team building, supervisory development, and succession planning.
- Lead HR and campus initiatives, special projects, process improvement efforts, and committees.
- Review and provide feedback on policy revisions, HR website updates, and campus communications.
- Stay current on HR laws and attend professional development.
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
