Human Resources Business Partner

Title: Human Resources Business Partner

Division: Finance and Administration

Department: Human Resources

FLSA Status: Exempt

Salary Range: $62,000/Annual Salary

EEO Job Group: 2 E2

Position Summary

The Human Resources Business Partner (HRBP) serves as a strategic partner to assigned division(s), working closely with leadership to support workforce planning, employee engagement, and organizational effectiveness. A central focus of this role is strengthening employee recruitment and retention, developing new recruitment and retention initiatives, and fostering a positive, work environment that supports long-term employee success.

The HRBP also holds specialty responsibility in one or more of the following areas:
Training and Development
Recruitment, Advertising, and Communications
Engagement, Positive Employee Relations, Policy Management

Duties/Responsibilities 

Strategic Partnership and Workforce Planning:
Partner with division leadership to develop and execute strategic employment and retention plans aligned with institutional goals.

Analyze workforce trends, turnover patterns, and engagement data to identify retention risks and recommend proactive solutions.

Collaborate with HR leadership and Vice President(s) to design and implement division specific retention strategies, including career pathways, recognition practices, and work environment improvements.

Recruitment, Selection and Onboarding:
Assist supervisors in developing accurate position descriptions that reflect current and future needs.

Lead active recruitment efforts for assigned division(s), ensuring a positive candidate experience that supports long-term retention.

Develop recruitment plans tailored to each posting to attract highly qualified candidates.

Train and guide search committees or interview panels to ensure compliance with federal/state laws and University policies.

Manage preemployment processes, including reference checks and background screenings.

Prepare and coordinate offer letters.

Support onboarding processes and collaborate with HR colleagues to ensure a smooth transition that promotes early engagement and retention.

Conduct new hire orientation in rotation with other HRBPs.

Employee Engagement, Retention, and Employee Relations:
Conduct stay interviews to identify strengths and opportunities related to employee satisfaction and retention; provide actionable feedback to leadership.

Conduct exit interviews and analyze trends to inform retention strategies and organizational improvements.

Consult with leaders on day-to-day performance management, including coaching, counseling, career development, and corrective action.

Recommend enhancements to performance management tools and practices and educate stakeholders on their effective use.

Collaborate with Human Resources Manager and Associate Director of Human Resources on final warnings and terminations to ensure consistency and fairness.

Promote positive employee relations and support initiatives that strengthen engagement and workplace culture.

Serve as an investigator for assigned harassment or discrimination cases.

Policy, Compliance and Process Improvement:
Provide guidance on University policies and procedures and recommend policy or process enhancements that support retention and operational effectiveness.

Assist in developing division specific policies and procedures.

Ensure compliance with employment laws and University standards throughout the employee lifecycle.

Benefits Guidance, ADA, and Total Rewards Support:
Provide general guidance on leaves of absence, accommodation requests, and benefit plans, including medical, dental, vision, waiting periods, enrollment deadlines, and premiums.

Collaborate with other HR Business Partners to creatively market University benefits to candidates and employees as part of retention and recruitment strategies.

Advise new hires and transfers on benefit considerations that may influence their employment decisions.

Learning and Development and Coaching:
Identify learning and development needs within assigned division(s) and recommend or deliver training solutions.

Provide coaching to managers and staff to support performance, engagement, and retention.

Coordinate training on HR topics, University policies, division policies, and technical skills.

Partner with subject matter experts to deliver specialized training as needed.

Project Management and Change Leadership:
Manage