Human Resources Business Partner II

University of Rochester•City of Rochester, NY

About The Position

As a community, the University of Rochester is defined by a deep commitment to Meliora - Ever Better. Embedded in that ideal are the values we share: equity, leadership, integrity, openness, respect, and accountability. Together, we will set the highest standards for how we treat each other to ensure our community is welcoming to all and is a place where all can thrive. Serves as a key Human Resources partner supporting assigned business unit(s) in close collaboration with Senior Human Resources Business Partner(s). Provides consultation and guidance to managers and employees on a broad range of Human Resources matters, including policy interpretation, employee relations, performance management, corrective discipline, and organizational processes. This role manages a substantial portfolio of day-to-day HR partnership responsibilities while partnering with Senior HRBPs and/or HR Directors to drive outcomes. The position plays a critical role in delivering high-quality HR services, building trusted relationships with leaders, and supporting workforce initiatives. Maintains strong business literacy regarding the culture, priorities, operations, and workforce needs of assigned client groups, and develops increasing capability in strategic HR consultation through partnership with senior HR leadership.

Requirements

Bachelor's degree and 3 years of professional Human Resources experience required
Or equivalent combination of education and experience
Demonstrated ability to independently manage multiple HR issues simultaneously while exercising sound judgment in escalation of higher-risk matters
Experience analyzing workforce data and trends to support recommendations and problem solving
Demonstrated ability to build effective working relationships with leaders, employees, and cross-functional HR partners

Nice To Haves

Experience working in a matrixed, decentralized, or large complex organization such as higher education, healthcare, research, or similarly regulated environments preferred
Professional HR certification preferred (PHR, SPHR, SHRM-CP, or SHRM-SCP)

Responsibilities

Serves as a primary day-to-day HR contact for assigned client groups, providing guidance on HR policies, procedures, practices, and employee-related matters with a high degree of professionalism and sound judgment.
Partners closely with Senior HR Business Partner(s) to support execution of broader workforce and organizational strategies, while independently managing HR issues within assigned areas.
Advises managers and employees on employee relations matters, including workplace concerns, conflict resolution, performance improvement, corrective action, and policy interpretation; escalates highly sensitive, high-risk, or strategically complex matters as appropriate.
Assists in resolving employee and supervisor concerns through proactive consultation, coaching, and application of effective problem-solving approaches.
Supports implementation of HR initiatives and programs by gathering, analyzing, and interpreting workforce data; prepares reports, identifies trends, and contributes recommendations to improve organizational effectiveness.
Collaborates with Compensation, Benefits, Organizational Development, Talent Acquisition, and Labor Relations to coordinate solutions and ensure consistent service delivery.
Supports organizational leaders in workforce planning, talent discussions, organizational change efforts, and department-level people initiatives under the guidance of Senior HRBP leadership.
Ensures compliance with HR policies, employment laws, collective bargaining agreements where applicable, and regulatory requirements; provides guidance to leaders on consistent and compliant application of policies and practices.
Maintains working knowledge of legal and regulatory requirements affecting employee management and consults with Senior HRBPs and subject matter experts to mitigate organizational risk.
Participates in HR projects, process improvement efforts, and cross-functional initiatives that strengthen service delivery and advance departmental priorities.
Builds leadership capability through coaching and consultation with front-line leaders, helping strengthen management effectiveness across assigned client groups.
Other duties as assigned.