Human Resources Business Partner II (HRBP II)

Medical University of South Carolina•South Park, WV

About The Position

The HR Business Partner II operates as a mid-level strategic partner, influencing departmental people strategies and collaborating on enterprise-wide HR initiatives. This role functions within a matrixed HR model, partnering with designated department leaders to address HR-related matters and advance organizational priorities. The HRBP II supports the full employee life cycle from initial recruitment through transition while ensuring alignment with MUSC’s mission and values. The HRBP II partners with leadership to implement HR programs that align with organizational goals and promote engagement, performance, and compliance. This role collaborates closely with MUSC HR Centers of Expertise (CoE), HR Shared Services (HRSS), and department leadership to deliver exceptional HR services. The HRBP II is responsible for fostering an environment that values and encourages talent management, retention, inclusivity, professional development, and employee wellness.

Requirements

Bachelor’s degree required.
3–5 years of experience as an HRBP or equivalent.
Certification as a Strategic HR Business Partner or equivalent.
Must have received an “exceeds” or greater on performance reviews and have no active corrective actions.
2-4 years of work experience.

Responsibilities

Act as a strategic partner to department/unit leaders, influencing people strategies and providing consultative guidance on complex HR decisions and initiatives.
Design department HR strategies and programs in collaboration with CoEs to meet evolving organizational needs.
Recognize and understand department priorities and develop HR strategies to address them effectively.
Collaborate with leaders to influence people strategy based on a deep understanding of departmental needs and implications for MUSC.
Provide coaching and serve as a collaborator to support effective leadership and advanced people management practices.
Proactively recognize problems and issues and propose innovative solutions.
Promote CoE initiatives into tailored solutions that address the specific needs and priorities of the department(s).
Provide feedback and input to CoEs regarding system-wide HR initiatives and strategies.
Leverage data-driven insights and HR analytics to assess readiness, inform workforce planning, succession planning, and decision-making in conjunction with HRSS.
Partner with leaders to implement long-term workforce strategies that align with growth and transformation initiatives.
Develop and foster partnerships with key cross-functional stakeholders across the MUSC Enterprise.
Ensure compliance with MUSC policies, employment laws, and regulatory requirements, driving fair and consistent application across departments.
Advise on employer branding and recruitment marketing strategies.
Support leaders in adapting to changing market conditions.
Provide consultative authority on HR trends and practices.
Influence departmental people strategies.
Escalate complex benefits and compensation issues.
Advise leadership on compensation tools for retention.
Partner with leadership to promote engagement and performance.
Collaborate with CoEs to adapt talent management frameworks.
Escalate significant employee relations matters to CoEs.
Ensure compliance with regulatory requirements.