Manager, HR Business Partner & Employee Relations

St. George's University

12d•$82,000 - $95,000

About The Position

The Manager, HR Business Partner & Employee Relations serves as the primary point of contact for employee relations matters and provides practical, effective HR guidance to leaders, managers, and employees at Rocky Vista University within the Medforth Global Education shared services model. This role requires a confident, skilled HR professional who can operate independently, manage sensitive and complex issues with sound judgment, and build strong relationships at every level of the organization. The position focuses on employee relations, manager coaching, policy interpretation, compliance, and workplace culture, while partnering closely with the HR Centers of Excellence (COEs) to implement and support HR programs and ensure consistency across multiple campuses. Strong communication, collaboration, and problem-solving skills are essential for resolving employee issues, coaching managers, and supporting HR initiatives that align with institutional goals.

Requirements

Minimum 4 years of progressive HR experience with strong emphasis on employee relations (required).
Experience coaching managers, handling complex employee matters (required).
Strong knowledge of HR practices, employment law, and compliance requirements.
Skilled in coaching, conflict resolution, employee-relations problem-solving, and investigations.
Proficient in navigating HRIS and ATS platforms to access information and support HR processes.
Demonstrated proficiency in Microsoft Office (Outlook, Word, Excel, PowerPoint) and able to use these tools independently without additional training.
Excellent written, verbal, and interpersonal communication skills.
Ability to work independently, exercise sound judgment, manage multiple priorities, and make evidence-based decisions.
Demonstrates integrity, objectivity, discretion, and alignment with institutional values.
Bachelor’s degree in Human Resources, Business Administration, or a related field (required).

Nice To Haves

Experience in higher education or healthcare (preferred).
Master’s degree in Human Resources or related discipline (preferred).
PHR, SPHR, SHRM-CP, or SHRM-SCP

Responsibilities

Serve as the primary point of contact for employee relations questions, concerns, and guidance.
Provide coaching and counsel to managers and employees on conflict resolution, corrective action, communication, and policy interpretation.
Facilitate employee problem-solving conversations and support change management efforts across teams and departments.
Conduct investigations into misconduct, grievances, and policy violations when necessary, ensuring fair, consistent, and timely outcomes.
Ensure compliance with federal and state employment laws (EEO, ADA, FMLA, FLSA, CO FAMLI) and institutional policies.
Partner with legal, compliance, and the VP of HR to assess risk, maintain consistent practices, and ensure timely communication on key employee relations issues.
Promote a culture of fairness, accountability, professionalism, and psychological safety.
Coach managers on communication, performance, accountability, and team effectiveness.
Support leaders in resolving interpersonal or team challenges with discretion, professionalism, and objectivity.
Advise leaders on people decisions and their organizational impact.
Reinforce practices that promote consistency, fairness, and alignment with institutional goals.
Coach managers on setting clear expectations and providing timely, constructive feedback.
Support leaders in addressing performance concerns and implementing improvement plans.
Ensure performance-related actions are consistent with policy, compliant with employment law, and properly documented.
Identify and communicate performance patterns or trends that may influence employee relations or require leadership attention.
Provide input to leaders on talent needs and support succession planning discussions.
Assist with organizational design, restructuring, and role transitions as appropriate.
Support change management efforts related to leadership transitions, structural updates or shared services initiatives.
Partner with HR Centers of Excellence (COEs) including HR Operations, Compensation & Benefits, Talent Acquisition & Talent Management.
Support the implementation of compensation reviews, policy updates, and HR programs in coordination with the COE’s.
Guide onboarding and cultural integration for new hires and internal transfers.
Monitor completion of electronic exit surveys and review results to identify themes that inform leadership decisions and retention strategies.
Support or lead HR initiatives such as technology rollouts, process improvements, and institution-wide projects.