Human Resources Business Partner Temporary

The Salvation Army

1d•Hybrid

About The Position

At Samuel Merritt University (SMU), employees are considered the most valuable asset. SMU aims to provide a safe working environment, open communications, competitive pay and benefits, and a professional, vibrant, collegial, creative, innovative, and scholarly environment. SMU is a premier health sciences institution, integral to patient care in Northern California, educating registered nurses, physical and occupational therapists, physician assistants, and podiatric physicians. Students receive personalized instruction and early hands-on clinical experience, preparing them to transform care in diverse communities. Expert faculty and staff foster an inclusive learning environment with best teaching practices and state-of-the-art learning approaches, emphasizing active, experiential, and interprofessional education. This Human Resources Director (HRD) position is a full-time hybrid role based in Oakland, CA, situated within the Provost's office, overseeing Academic Affairs and Student Affairs. The HRD will manage day-to-day HR operations, develop and implement HR policies, handle employee relations, performance management, and compliance. As a critical member of the Office of People and Culture (OPC) team, the HRD will act as a strong business partner, collaborating with leadership to enhance culture and employee engagement. The role requires a hands-on approach and the ability to monitor employee "pulse" to ensure high engagement. This highly visible role combines strategic and tactical components, requiring a strong blend of business partnership, human resource/labor relations, and change management champion experience.

Requirements

A high degree of organizational skills, the ability to set priorities, manage multiple demands, and the ability to complete tasks under strict timelines are required.
Excellent communication skills.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the University’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
Proficient with Microsoft Office Suite or related software, Excel, PowerPoint, MS Teams, and Workday.
Demonstrated ability to be self-directed, and motivated.
Ability to travel as required.
Bachelor's degree in Human Resources, Business Administration, or a related field is required.
Minimum of 8 years of experience resolving complex employee relations issues.
Minimum of 3 years of management experience required.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state employment laws.
Experience creating and implementing HR policies and procedures.
Knowledge of Human Resources policies and statutory and regulatory requirements including Title VII of the Civil Rights Act, Title IX, California Labor Code, CFRA, California and Federal Wage and Hour Laws, Workers’ Compensation Law, FLSA, FEHA, ADA, FMLA, OSHA, EDD, and other applicable laws and regulations highly desired.

Nice To Haves

Master's degree is a plus.
Higher Education experience is a plus.
PHR and/or SPHR certification preferred.

Responsibilities

Act as a coach and trusted business partner to Senior Leadership, Deans, Program Directors, Supervisors, and Managers.
Conduct investigations based on identified issues, feedback, and/or concerns of the organization.
Ensure that prompt corrective action is taken where necessary or alternative courses of action are developed.
Ensure employee relations cases are appropriately investigated and managed to a successful close.
Work with management teams on building a collaborative relationship with faculty and staff; understand and interpret complex contract language and past practices, active leadership and involvement with grievance process, and serve as company spokesperson for negotiations and perhaps arbitrations.
Provides assistance in the form of advice and counsel to management regarding the effectiveness of faculty and staff, application of human resource practices, policies and procedures, compliance with employment regulations and laws, and resolution of complaints and grievances.
Works with the CHRO, Director of Total Rewards, managers, and other appropriate parties as needed on resolution and tracking of Compliance complaints and closure of compliance corrective action plans, Corrective Action Notices (CANs), and PIPs.
Maintain up-to-date knowledge and provide communication and training of relevant employment-related legislation for the regions/states covered.
Educate and coach management on company policies, as well as applicable federal and state regulations, to ensure fair and consistent delivery of human resources services.
Partner with leaders in identifying top talent and succession candidates.
Build strong relationships with employees and advocate for job enrichment, engagement, and development.
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Participate in the evaluation and monitoring of training programs to ensure success.
Follow up to ensure training objectives are met.
Identify training needs for departments and individual executive coaching needs, and research/determines a plan for the execution of training.
Partner with CHRO and the Director of Total Rewards on organizational changes, job evaluations, promotions, internal equity reviews, equity adjustments, and offer recommendations in order to set standards for capabilities for levels as well as establish parameters for salary decisions.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Partners with other departments as needed/required, including legal counsel, compliance, etc.
Partner with the OPC team to manage, develop, and foster a culture of inclusion.
Act as a diversity advocate to ensure the attraction, engagement, and retention of a diverse workforce.
Incorporate practices and processes that embed diversity, equity, and inclusion into all aspects of the employee life cycle.
Partner with faculty and staff on special projects and requests.
May lead a team of HR professionals.
Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
Provide day-to-day performance management guidance to management (e.g., coaching, counseling, career development, corrective actions).