Human Resources Partner

Lewis and Clark Community College • Benjamin Godfrey Campus, IL

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About The Position

The Human Resources Partner contributes to Lewis and Clark Community College’s mission, operational excellence, and campus culture by providing strategic recruitment and hiring support. The role oversees the talent lifecycle from position authorization and posting through interviewing, offers, orientation, and a new team member’s first year. As an embedded resource for department leaders, the HR Partner advances recruitment, supports timely decision-making, and participates in interviews to promote equitable, consistent, and legally compliant hiring practices.

The position develops sourcing strategies, builds community talent pipelines, and improves recruitment processes and performance. It also partners with new team members and supervisors through scheduled first-year check-ins to support integration, role clarity, training, and retention. The role represents the College in community and professional settings and promotes employment opportunities in line with the College’s commitment to serving diverse student and employee populations.

The College’s standard hours are Monday through Friday, 8:00 a.m. to 4:30 p.m., including a one-hour unpaid lunch. Individual schedules may vary or be adjusted by the department manager based on operational needs; alternate schedules are observed during the summer. The College describes its salary as competitive and commensurate with qualifications and experience, while also considering internal equity, and mentions an excellent benefits package without specifying its components.

Requirements

• Bachelor’s degree, with a focus in Human Resources or a related field.
• Two years of experience in talent acquisition, recruitment, human resources, or account management; four years of experience with an associate degree may receive consideration.
• Demonstrated ability to build effective partnerships with leaders and team members.
• Strong communication, organizational, interpersonal, and problem-solving skills.

Nice To Haves

• Experience managing full-cycle recruitment processes.
• Experience with Colleague and NeoEd platforms.
• SHRM-CP or PHR certification.

Responsibilities

• Coordinate the full employment requisition workflow, from vacancy through posting, screening, selection, offer, and initial orientation.
• Develop and execute sourcing strategies using community outreach, networking, advertising, social media, job boards, and professional associations.
• Ensure job postings and recruitment materials showcase and align with the College’s employment brand and mission.
• Screen applications, evaluate qualifications, conduct phone interviews, schedule search committee interviews, and facilitate candidate selection.
• Ensure recruitment complies with applicable employment laws, accreditation requirements, institutional policies, and equal employment opportunity standards.
• Assist with employment offers and collaborate with the HR Onboarding Specialist on onboarding.
• Identify recruitment-process gaps and improve efficiency, effectiveness, and talent acquisition outcomes.
• Partner with hiring managers to understand workforce needs, examine position requirements, establish timelines, coordinate search committees, and remove operational friction.
• Advise hiring managers on recruitment strategies, hiring practices, labor market trends, equitable interviews, candidate assessment, and selection decisions.
• Drive hiring processes forward and hold hiring managers accountable for timely decisions and candidate feedback.
• Participate in interview panels and search committees, guiding teams on structured behavioral interviews, bias prevention, and fair, transparent, legally compliant selection.
• Track and analyze recruitment metrics to streamline workflows, eliminate bottlenecks, and improve operational efficiency.
• Partner with new team members and supervisors at key points during the first year of employment.
• Incorporate the College’s mission, values, and culture into onboarding and first-year touchpoints to support role clarity, campus connection, and retention.
• Conduct scheduled 30-, 60-, and 90-day and semi-annual check-ins with new team members and supervisors; assess transitions, address training needs, and gather feedback.
• Collaborate with HR colleagues and department leaders on administrative, system access, and orientation workflows.
• Build relationships with local schools, regional higher education institutions, workforce agencies, diversity networks, community groups, and professional associations to strengthen talent pipelines.
• Represent the College at career fairs, networking events, regional workforce roundtables, and community outreach initiatives.
• Promote employment opportunities and candidate engagement strategies that reflect the College’s commitment to diverse student and employee populations.

Benefits

• Competitive salary commensurate with qualifications and experience, while considering internal equity.
• Excellent benefits package; specific benefits are not listed.

What This Job Offers

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