HR Business Partner

Eastern Michigan University • Ypsilanti, MI

20d • Onsite

About The Position

The HR Business Partner (HRBP) is a strategic partner who aligns business objectives with employees and management in assigned divisions and departments. The HRBP consults with management on human resources issues, assesses and anticipates HR needs, and works proactively with HR and business management to develop integrated solutions. The position builds partnerships across the HR function to deliver value-added service consistent with organizational objectives and maintains an understanding of assigned units’ financial positions, cultures, and competitive environments.

The HRBP manages employee and labor relations, advises managers on performance and workforce matters, supports recruitment and employment processes, and contributes to compensation, classification, training, organizational development, and policy work. The role works collaboratively with university staff unions to support a collegial and cooperative labor environment. This is a full-time, onsite position at the Main Campus.

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 ability to perform the essential duties.
• Working knowledge of Human Resources 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, meet deadlines, and interact with all levels within an organization.
• Previous experience using computer-based Human Resource Information Systems to access information and process transactions.

Nice To Haves

• A master’s degree and/or professional human resources certification is highly preferred.
• Experience providing guidance and consultation to management and staff in employee/labor relations, compensation, employment, training, organizational development, and employee benefits.
• Experience with competency-based performance management and interviewing.
• Previous 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 effective, thorough, and objective investigations, disciplinary conferences, 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, build morale, and increase productivity and retention.
• Provide guidance and interpretation concerning HR policies, procedures, and collective bargaining agreements.
• Conduct regular meetings with division and department heads and management staff.
• Participate as a member of the collective bargaining team.
• Provide guidance and input on restructures, workforce planning, and succession planning.
• Manage and evaluate division and department requests for compensation and classification activities.
• Conduct job evaluation and job analysis activities and track their status.
• Partner with hiring managers and search committees on recruitment strategy and support the full recruitment lifecycle, including sourcing, screening, and assessing candidates.
• Administer employment, compensation, and classification processes and procedures, including serving as staff search advisor and reviewing personnel action changes, action summaries, and position control changes.
• Identify training needs for assigned divisions and departments, as well as individual manager and staff coaching needs.
• Partner with the Training & Organizational Development Department to implement training and organizational development interventions.
• Participate in evaluating and monitoring training program success 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 related to 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 related to claims of harassment and discrimination.
• Collaborate with university staff unions to maintain a collegial and cooperative labor environment.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level