Human Resources Specialist 2 - Human Resources Business Partner

Minnesota State Colleges and Universities•Saint Cloud, MN

About The Position

St. Cloud State University is hiring a Human Resources Specialist 2 to provide professional HR services and serve as a strategic HR business partner for designated areas. The position advises supervisors, employees, administrators, faculty, and staff on a broad range of HR matters, including employee and labor relations, recruitment and retention, workforce planning, classification and compensation, onboarding, and talent and organizational management. It also supports organizational redesign, restructuring, and workforce planning while ensuring compliance with collective bargaining agreements, Minnesota State policies, and state and federal laws. The position is confidential under Minnesota Statutes section 13.37 and handles sensitive labor-relations information, including bargaining proposals, strategies, cost information, and strike-planning materials. The role provides employee and labor-relations guidance, helps managers address performance and workplace issues, and supports compliance with applicable rules, agreements, and policies. It coordinates recruitment and hiring for assigned departments, including search committees, recruitment records, employee bid processes, and strategies to improve hiring and succession planning. It also manages or supports HR projects and workplace-experience initiatives, such as employee recognition, university-wide onboarding, seminars, and training and development. The position manages classification and compensation work for assigned areas, including creating and reviewing position descriptions, analyzing job duties and classification, advising on organizational design, and recommending salary and compensation decisions based on equity, market data, and applicable agreements. Other duties may be assigned to support the department. Employment is classified and unlimited, full-time, and covered by the Non-Represented Employees Compensation Plan. The desired start date is November 30, 2026.

Requirements

At least 2 years of closely related experience, or an equivalent combination of education and experience. A doctorate may substitute for 2 years of experience; a master's degree for 18 months; a bachelor's degree for 1 year; and an associate degree for 6 months.
Knowledge of HR-related laws, including employment law, the Fair Labor Standards Act, the Public Employees Labor Relations Act, the Family and Medical Leave Act, and the Americans with Disabilities Act.
Attention to detail and consistency in applying policies, bargaining agreements, rules, and regulations.
Demonstrated problem-solving and decision-making skills to independently perform the duties of the position.
Knowledge and/or experience in HR administration theory and principles sufficient to support and coach supervisors, administrators, and employees.
Ability to work independently and as part of a team, complete assignments with minimal supervision, and keep the supervisor and team informed.
Ability to perform project management.
Must be eligible to work in the United States by the effective date of appointment and maintain work authorization without employer sponsorship for the duration of the appointment.

Nice To Haves

Bachelor's degree in human resources, industrial relations, or a related field, and two years of professional HR experience.
Strong oral and written communication, persuasion, and problem-solving skills, and ability to build trusted working relationships with management, employees, unions, and the public.
Experience working in a collective bargaining unit environment.
Knowledge of university policies and procedures and Workday and SEMA4 payroll and personnel systems.
Knowledge of Minnesota's classification structure for allocating positions to appropriate classifications.
Experience conducting or managing employee misconduct investigations.
Knowledge of classification structures and job evaluation techniques for allocating positions to the proper classification level.

Responsibilities

Provide HR advice and subject-matter expertise to employees, supervisors, administrators, faculty, and staff in assigned areas.
Advise on employee and labor relations, including interpretation of policies and agreements, performance management, corrective action, workplace conflict, and organizational change.
Monitor compliance with collective bargaining agreements, personnel plans, Minnesota Management & Budget rules, Minnesota State procedures, university policies, and applicable laws and regulations.
Maintain confidential labor-relations files and information and assist with strike-planning information as required.
Coordinate hiring and recruitment for assigned areas, including search advisory committees, recruitment approvals, job postings, applicant tracking guidance, records, documentation, and candidate forms.
Develop recruitment and workforce-planning strategies to address staffing needs, improve talent acquisition, and support succession planning.
Collaborate with the Affirmative Action Officer and Business Partners on equal employment opportunity, affirmative action, position descriptions, and qualifications.
Manage employee bid processes by reviewing eligibility, awarding bids, and notifying employees about vacancies and retrenchment opportunities.
Identify and manage HR projects and support workplace-experience initiatives, including employee recognition events, university-wide onboarding, employee seminars, and training and development.
Create, review, modify, and adjust position descriptions for classified and unclassified positions in assigned areas.
Analyze position duties and responsibilities, evaluate classification appropriateness, and recommend classification, salary administration, and compensation decisions.
Advise and train supervisors on position descriptions, qualifications, classification, and recruiting considerations.
Consult with directors and vice presidents on organizational design and the effects of organizational changes.
Administer salary-setting processes for bargaining units in assigned departments, including evaluating candidates' prior work experience when establishing initial salaries.
Analyze internal equity, compensation trends, and market data to inform salary and compensation recommendations.
Advise hiring authorities on personnel laws, rules, collective bargaining agreements, classification systems, and bargaining-unit designation, including the distinction between employees and independent contractors.
Perform other assigned duties to support department operations and its business-partner role.

Benefits

Low-cost medical and dental insurance with affordable deductibles
Employer-paid life insurance
Short- and long-term disability
Pre-tax healthcare and dependent-care accounts with a rollover option
Confidential Employee Assistance Program for mental health, legal, and financial counseling
12 paid holidays
Vacation and sick time
Six weeks of paid parental leave
Pension plan
457(b) and 403(b) retirement accounts and investment options
Professional development
Tuition waivers for employees and their dependents