Human Resources Business Partner

Palm Beach Atlantic University•West Palm Beach, FL

About The Position

In support of the university’s mission and objectives, the Human Resources Business Partner (HRBP) serves as the human resources consultant for assigned service areas. This role involves advising supervisors and employees on a wide range of HR functions including talent acquisition, total rewards, training and development, performance management, employee relations, and organizational development.

Requirements

Bachelor's degree in Human Resources, Business, Organizational Development, or related field required; Master's degree preferred, or equivalent experience. PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.
5+ years of proven experience in human resources and in the full employment lifecycle, required.
Customer Service Orientation – Keeps internal and/or external key stakeholder(s), students, parents, faculty, staff and community partners in mind at all times.
Professionalism – Displays a high level of professionalism, e.g. timeliness, reliability, communication, and work ethic.
Christ-first Faith – Provides spiritual support to community members, including students, on their Christian faith journey.
Adaptable/Flexibility – Ability to change or adjust to change.
Analytical Thinking & Decision Making – Identifies and understands trends and/or issues, connects data points through analysis and logical conclusions/actionable strategies.
Attention to Detail – Ability to efficiently and accurately focus on a specific task or number of tasks. Reviews details with a critical eye.
Change Management – Ability to drive and implement change both internally and externally.
Confidentiality – Maintains the necessary confidentiality and discretion required for the position.
Conflict Management – Functions professionally and wisely during difficult conversations, while under stress, and while managing challenging situations.
Continuous Improvement – Implement or brainstorm ways to optimize a process.
Develops Others – Ability to promote continuous improvement within teams and/or individuals.
Effective Communication – Expresses ideas and information in a clear and concise manner both verbally and in writing to convey clear, well-articulated messaging across a wide variety of audiences.
Establishes Trust – Gains the confidence of others by actions and words that promote being honest, forthcoming, and vulnerable.
Leadership/Influence – Ability to motivate, coach and develop others, as well as influence a group of people to achieve common goals, and implement university strategies. Strong supervisory skills.
Problem-solving – Anticipates, evaluates, diagnoses, and resolves problems in a systematic and fact-based manner.
Project and Time Management – Effective planning and priority setting. Ability to manage several complex projects simultaneously while working under pressure to meet deadlines.
Results Orientation & Accountability – Takes accountability and identifies, executes and drives actions to consistently achieve desired results.
Self-development – Grow one’s self-awareness, abilities, skills, and/or talent.
Strategic Mindset – Ability to step out of the everyday details, view the situation from above and provide an objective perspective
Teamwork & Collaboration – Creates a climate that fosters commitment to a common vision and shared values that promote cooperation and working together through trust and support of others both departmentally and cross-functionally.
Ability to work non-routine hours during certain times of the year.
Ability to sit for prolonged periods of time.
Ability to traverse campus and stairs.

Nice To Haves

Master's degree preferred, or equivalent experience.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

Responsibilities

Manages the recruitment process, partnering with supervisors, managers, to anticipate staffing needs and hire top talent.
Leads the creation, posting, and updating of position descriptions in the Applicant Tracking System (ATS).
Partners with hiring managers to manage the ATS workflow throughout the candidate lifecycle, including conducting applicant screenings with selected candidates.
Supports effective and efficient selection of qualified candidates who are aligned with the institution’s mission, vision, and values.
Responsible for pre-boarding, including offer letters, background checks, etc., to ensure a successful transition into new employee onboarding.
Collaborates with supervisors on workforce retention strategies and succession planning initiatives.
Provides support in complex employee relations and performance issues, through effective, thorough, and objective analysis using appropriate mediation or other techniques, in consultation with HR leadership.
Partners with supervisors and employees to improve work relationships and enhance overall effectiveness and retention.
Advises on best practices related to HR policies and practices, ensuring alignment with the university’s values.
Provides guidance on organizational development issues, including but not limited to, department restructures.
Ensures adherence to federal, state, and university policies and regulations regarding HR matters.
Develops partnerships with assigned areas to deliver value-added service to supervisors and employees that reflect university objectives and values.
Maintains an effective level of business literacy about assigned service areas, its midrange plans, and its culture.
Maintains a confidentiality and follows best practices in managing sensitive employee data.
Consults with supervisors in identifying training and coaching needs for employees and teams.
In collaboration with the HR team, develops HR-related training sessions as needed or requested.
Leads training sessions either virtually or in-person according to departmental needs.
Partners with HR leadership to develop and maintain competitive compensation ranges for newly posted positions.
Partners with supervisors and HR leadership to address compensation concerns, promotion requests, and to create business cases for career progression models related to compensation and career development.
Partners with the HR team to complete employee compensation surveys as requested.