Senior Human Resources Business Partner

Minnesota State Colleges and Universities•Moorhead, MN

22h•Hybrid

About The Position

The Senior HR Business Partner plays a strategic and mission‑critical role in advancing Minnesota State Moorhead’s commitment to Academic Relevance, Student Experience, Regional Engagement, and Investment in Place. Serving as a trusted advisor to university leaders, this position provides senior‑level human resources expertise in classification, compensation, employee and labor relations, staffing, recruitment, and ADA employment compliance. Working in a dynamic higher‑education setting, the Senior HR Business Partner partners across campus to align workforce practices with the university’s academic mission and evolving institutional priorities. This role supports academic relevance by ensuring positions are thoughtfully designed, properly classified, and competitively compensated to attract and retain exceptional talent. Through inclusive recruitment and equitable employment practices, the position directly enhances the student experience by supporting a stable, engaged, and well‑supported workforce. The role also advances regional engagement by ensuring compliance with public sector labor agreements, employment laws, and systemwide policies, while fostering strong relationships with campus colleagues, union partners, and system‑level stakeholders. As part of Moorhead’s long‑term investment in place, the Senior HR Business Partner helps build organizational capacity, supports succession and workforce planning, and contributes to a healthy workplace culture that serves both current employees and future generations.

Requirements

Two (2) years of progressively responsible human resources experience, including direct experience in classification, compensation, recruitment, and/or employee/labor relations.
A Bachelor’s degree may substitute for one (1) year of experience.
Demonstrated ability to analyze complex organizational structures, develop strategic HR solutions, and align workforce planning with institutional goals.
Proven ability to consult and advise leadership, communicate complex HR concepts clearly, and manage sensitive and confidential matters with discretion.
Proficient written and verbal communication skills.
Strong computer skills, especially with software such as Microsoft 365, Zoom, and Adobe.
Intermediate MS Excel skills sufficient to clean data for reports and create pivot tables.
The successful candidate must be able to lawfully accept employment in the United States by the day employment begins.

Nice To Haves

Four (4) years of progressively responsible human resources experience, including direct experience in classification, compensation, recruitment, and/or employee/labor relations.
Bachelor's degree in HR, Business Administration, or related field.
HR Certification (SHRM-CP or PHR).
Demonstrated ongoing professional HR development.
Knowledge of collective bargaining agreements, Minnesota State, Minnesota Management & Budget and/or university policies.
Knowledge of affirmative action/equal opportunity policies and procedures to ensure compliance.
Strong customer services principles and adherence to the MSUM core values of Grit, Humility and Heart.

Responsibilities

Provides strategic leadership in classification and compensation, working closely with the Director of HR to align workforce strategies with institutional goals.
Advises managers on complex classification issues, including job design, supervisory designations, bargaining unit assignments, and confidential status.
Leads classification audits and studies at the university level, evaluates new and existing positions, and represents MSUM in campus and system-level evaluation committees.
Expected to hold appropriate delegated authority for compensation and classification at the campus level.
Develops and implements compensation strategies that ensure internal equity and market competitiveness, including salary placement recommendations, market-based pay analysis, and support for collective bargaining through salary equity reviews and cost projections.
Advises on merit, progression, and out-of-class pay increases, and manages tenure and promotion salary reviews, honorarium payments, and additional compensation processes.
Maintains a university-wide compensation database, ensuring consistent salary step placements, and leads key HR initiatives such as fiscal year roll processes and contract implementations.
Acts as a liaison with the MinnState System Office, resolving classification and compensation issues and contributing to system-wide improvements in job evaluation practices, supporting data-driven decision-making at the highest levels.
Provides employee and labor relations counsel and expertise for employees, supervisors, and Administration to ensure understanding of and compliance with employment laws and regulations, University and Minnesota State system policies, and bargaining agreements and plans.
Coaches and trains supervisors on their responsibilities related to talent management & performance management such as drafting letters of expectation or performance improvement plans.
Conducts employment investigations into allegations of misconduct to ensure timely and fair resolution of complaints and compliance with state and federal statutes, collective bargaining agreements, and Minnesota State Board of Trustees policies and procedures.
Makes recommendations to Administration for appropriate action in all incidents that lead to disciplinary action, termination, or performance management and coaching.
Research and prepare documentation on grievances as applicable.
Provide expert guidance on layoff processes in alignment with applicable union contract provisions, including interpreting contract language, outlining compliant procedural options, and advising departments on the appropriate steps to ensure full adherence to contractual and regulatory requirements.
Collaborates with divisional leadership to assess staffing needs and develop organizational design strategies that align with institutional goals.
Conducts positional analysis to support backfilling of vacancies, retirement transitions, and succession planning.
Provides recommendations on position classifications, workforce structure, and process improvements to ensure efficiency, compliance, and continuity of operations.
Conducts comprehensive reviews and interpretation of union agreements to ensure adherence to layoff provisions.
Compile Board Early Separation Incentives (BESI) offers as directed by the HR Director and in accordance with MinnState policy.
Assists with the fiscal year roll process, contract implementation, and range reassignments.
Leads recruitment coordination for designated positions (Administrator, Managerial, MMA) while ensuring alignment with the university’s broader organizational design and strategic workforce goals.
Advises hiring managers and search committees on inclusive, equitable hiring practices that reflect the university’s Equity 2030 commitments.
Ensures adherence to best practices, mitigates bias, and fosters a welcoming candidate experience.
Guides hiring managers through routine and critical steps of the recruitment process.
Plays a critical role in shaping recruitment strategies that support long-term organizational effectiveness.
Analyzes job content and staffing needs to ensure roles are structured to meet evolving departmental and institutional priorities.
Develops and refines selection tools, creates job postings aligned with core competencies, and ensures compliance with affirmative action and immigration requirements.
Evaluates recruitment outcomes, monitors applicant pools, and prepares data-driven reports to inform continuous improvement.
Resolves complex hiring issues, ensures legal and contractual compliance, and maintains updated recruitment resources.
Serves as the ADA Title I Coordinator, ensuring compliance with the Americans with Disabilities Act as it relates to employment.
Oversees reasonable accommodation processes, advising management and employees on ADA requirements, maintaining documentation, and coordinating interactive processes to support equal employment opportunities for individuals with disabilities.
Develop, update, and maintain ADA-related employment policies and procedures to ensure legal compliance and best practices.
Provides training and guidance to managers, supervisors, and employees on ADA requirements, reasonable accommodation processes, and inclusive employment practices.
Monitors changes in ADA regulations and employment law; recommends and implements process improvements to maintain compliance.

Benefits

11 paid Holidays
Vacation Time
Sick Time
six weeks of Paid Parental Leave
low cost medical and dental insurance with low deductibles ($250 - $1500)
a Pension Plan
457(b) and 403(b) retirement plans and other retirement investment options
pre-tax medical and dental expense (with roll-over option) and dependent care accounts
employer paid life insurance
short and long term disability
professional development
a tuition waiver program for employees and their dependents
We promote the health and well-being of our employees and take work/life balance seriously.