Senior Human Resources Business Partner

Maryland Institute College of Art•Baltimore, MD

30d

About The Position

The Senior Human Resources Business Partner (Senior HR Business Partner) provides dedicated support and develops close working relationships with assigned client areas working collaboratively with department managers, staff, and senior leadership of the Maryland Institute College of Art (MICA). The Senior HR Business Partner assures equity, inclusion, access, and anti-racism as central to their work and the delivery of services to faculty, staff, students, and families. This position will be the first point of contact for client groups on all HR related matters (e.g., policies, processes, employee relations, performance management, new hire orientation, onboarding, employee engagement activities, training and development, and recruiting). The position will ensure effective delivery of HR core processes and compliance with relevant institutional guidelines, policies, practices, and employment laws. The Senior HR Business Partner will receive and investigate complaints related to matters of Title IX, Title VII, ADA, EEO, and other compliance-related matters.

Requirements

Strong interpersonal skills with the ability to develop and maintain collegial relationships. Must be flexible, collaborative, and foster effective working relationships.
Demonstrated ability to collaborate with teammates and clients by building trust and credibility.
Ability to build and leverage effective relationships and influence decisions and behaviors through partnering.
Excellent analytical and problem-solving skills; ability to organize, synthesize, and analyze complex or diverse information and problems.
Impeccable organizational (time, task, project management) skills.
Ability to work independently and handle multiple priorities and deadlines simultaneously, including multiple on-going and complex employee relations and Title IX-related incidents and complaints.
Effective oral and written communication of policies, procedures, and legal concepts.
Proven excellent client support skills with demonstrated evidence of strong business acumen.
Proficiency in utilizing technology used for communication, data gathering and reporting.
Proficiency in using and understanding basic data management systems, basic computer applications (e.g., Word, Excel, Outlook, PowerPoint), and HRIS products (e.g., Workday, Peoplesoft, etc.).
Willingness and ability to learn additional applications as needed.
Maintain confidences and exercise sound judgment and discretion.
Tolerate a high degree of ambiguity.
Diffuse and manage situations involving intense conflict
Knowledge of current State and Federal laws.
Solid understanding of multiple HR disciplines, including ER, recruitment, training, OD, compensation, and benefits.
Ability and willingness to travel (by car, air, train, or bus) domestically as needed.
Ability and willingness to work weekends, evenings, and other non-traditional schedules.
Excellent customer service skills and works effectively with many types of personalities.
Ability to solve simple and complex problems with critical thinking skills.
Strategic high-level thinking coupled with the attention to detail necessary for successful planning and execution.
Personal commitment to excellence and MICA’s mission, vision, and tenets, and promoting community building.
Demonstrated commitment to practices in equity, inclusion, access, and anti-racism and to serving the needs of a culturally and educationally diverse and inclusive community with diplomacy and tact.
Bachelor’s degree in Human Resources, Psychology, Business, or related field.
PHR, SPHR, SHRM-CP, SHRM-SCP, CCP, or other certified HR designation or willingness to obtain certification within a year of employment.
7+ years of HR generalist/consulting experience.
7+ years of in-depth experience in managing employee relations issues.
7+ years of demonstrated experience working with and providing consultation to all levels of employees as a partner on strategic and tactical HR related issues, and to work effectively in a complex environment.
Experience that demonstrates the highest personal levels of uncompromising integrity, honesty, and discretion.
Must possess a record of service that identifies concern for the safety and well-being of others.
Experience in conducting effective investigations.

Nice To Haves

Master's degree.
HR or OD specialization.
Experience in higher education.
Knowledge of Title IX and conducting Title IX investigations.
Familiarity with Workday software.

Responsibilities

Serves as a resource to HR Business Partners and others at MICA.
Works closely with management and employees to improve work relationships, build morale, increase productivity, and retention.
Educates clients on employee relations policies and procedures such as coaching, counseling, career development, discipline, performance management, policy interpretation, and other employee relations matters.
Adheres to policies in accordance with federal, state(s), and local employment laws as well as MICA guidelines.
Manages annual performance assessment process for respective client group(s).
Receives and investigates complaints related to Title VII, Title IX, ADA, EEO, and equity/compliance matters.
Creates an investigation plan, provides parties with information about the process and their rights, gathers evidence, conducts interviews, and drafts written findings.
Prepares report and recommends resolution(s) working in conjunction with the Executive Director, Human Resources, and others as needed (i.e., Senior Business Partners, counsel, etc.).
Ensures a fair, timely, and well-documented investigative process.
Maintains accurate and thorough records and notes of the investigatory process.
Creates comprehensive written investigative reports that clearly identify the issues investigated, identify all relevant College policies, and summarize all relevant evidence.
Maintains all information in a case management database to organize, manage, and track employee relations issues.
Remains knowledgeable of federal and state law and regulations, and trends within higher education related to harassment and other discriminatory practices.
Identifies and integrates best practices into knowledge base and practice.
Facilitates mediation for conflict management and problem-solving dialogues.
Tracks, trends, reports, and raises concerns that may be systemic problems relating to complaints.
Assists with the development and execution of campus-wide engagement and recognition programs and events.
Participates in campus-wide committees, identifies opportunities for recognition, supports existing recognition events and activities, and assists in the development and implementation of employee engagement surveys.
Works closely with the HR team on recruitment initiatives to drive and enable hiring and retention of talented and diverse employees who will effect positive change.
Develops recruitment strategies, including review of all open positions and job descriptions, developing a search and advertising plan,and identifying target markets and recruitment sources.
Utilizes targeted and niche sourcing strategies to fill critical vacancies. In addition to traditional job boards and job fairs, must be able to effectively utilize social media to network and direct source passive candidates to fill vacancies via LinkedIn, Monster, CareerBuilder, etc.).
Assists clients in evaluating applicants to determine if they meet the position requirements, phone screening, participating in interviews, making selection recommendations, conducting reference checks, setting salaries, extending offers, and assists new hires with onboarding and orientation.
Supports or leads high-level searches.
Recommends improvements to selection policies and procedures.
In partnership with the Executive Director, HR and Business Partners, identifies training needs that stem from employee relations issues.
Collaborates with the HR team, management, and leadership in defining training initiatives by having an excellent understanding of MICA’s objectives, issues, needs, and key success factors.
Actively participates in setting the HR strategy for planning processes, recommends, and assists in developing policies, and actively promotes best practices.
Provides consultation and best practice advice to challenging and often unique problems related to managing a complex organization.
Supports organizational/cultural change by assisting clients with assessment of their existing organization and culture in determining the need for change in roles, competencies, behaviors, and the requisite skills required to support the new organization/culture.
Assesses risk to the organization and identifies compliance issues.
Identifies training needs for respective business units and facilitates training.
Collaborates in developing and delivering content/curriculum for training.
Provides input and feedback that enhances the delivery of existing programs.
Collaborates with other HR team members to address organizational needs, and initiates, participates in, leads/manages a variety of projects, or provides direction on HR-related programs and practices.
Ensures consistency, communication, and collaboration in a small yet complex environment.
Prepares clear and concise reports and delivers formal presentations or training to managers, staff, and faculty.
Maintains a network of other Human Resource professionals.
Seeks and participates in professional development activities.
Other related duties and responsibilities as assigned.