Employee and Labor Relations HR Business Partner

Reporting to the University Director of Employee and Labor Relations and Executive Director of Hopkins Dining Operations, we are seeking an Employee and Labor Relations HR Business Partner (HRBP) who will serve as the primary Human Resources point of contact for Hopkins Dining operations. The HRBP will be a member of the Hopkins Dining and University Employee and Labor Relations (ELR) Leadership teams. This unit comprises approximately 200 bargaining unit members and 50 supervisory and leadership staff.

This position provides human resources support and consultation in a range of areas including employee and labor relations performance management, employee development and engagement, recruitment, and compliance. It interprets and applies HR policies, procedures, and the collective bargaining agreement while also maintaining alignment of programs and services with the strategic and operational needs of the division. Collaborates routinely with divisional and Central HR offices to manage ongoing work. Embraces and advances the university’s HR mission of attracting, developing, retaining, and engaging a high-performing workforce in support of excellence in the university’s mission, while promoting diversity, equity, civility, and respect.

Specific Duties & Responsibilities

Employee & Labor Relations (70%)

• Provides guidance and consultation on the administration of workplace policies/procedures, investigations, collective bargaining agreement (CBA) interpretation, and training. Works with leaders, managers, Central (ELR), and employees to effectively resolve issues.
• Partners with management and staff to provide guidance and consultation on employment related functions including, but not limited to performance management, misconduct and/or violation of policies and procedures, FMLA/leave of absence, ADA accommodations, and compliance/risk.
• Conducts investigations on various employee and labor relations matters. Prepares investigative findings reports. Partners with Central ELR and University Dining management with recommendations and resolution.
• Ensures complete documentation and tracking of employee actions and investigations via HR case management system.
• Partners with Central ELR coordinating and participating in staff appeals, and bargaining unit employee grievances.
• Partners with Central ELR and Dining Leadership for management and staff training.
• Coordinates provisional and annual performance review processes.

Compensation & Compliance (20%)

• Partners with departmental leaders, USS Finance and Central Compensation to evaluate, recommend and implement compensation adjustments, reclassifications, supplemental pay and bonuses.
• Monitors and consults with HR and USS leaders around required divisional and or departmental employee coursework compliance.
• Supports projects focused on one or more facets of HR. This may involve improvement of existing programs or processes or creation of new ones.
• Collects and analyzes relevant data and uses metrics to evaluate performance and evaluate contributions to the achievement of both Hopkins Dining and the university’s goals and objectives.

Talent Management (10%)

• Partners with Central HR Talent Management Department to identify solutions to various employee development opportunities including training and coaching.
• Effectively partners with leadership on changes in support of the organization’s goals, objectives, and values.

Special Skills, Knowledge & Abilities

• Working knowledge of employment laws and regulations.
• Working Knowledge of employee relations practices.
• Positive work environment concepts.
• Issue/dispute resolution techniques.
• Talent management practices.
• Compensation best practices.
• Strong verbal and written communication skills.
• Strong coaching skills.
• Qualitative and quantitative analysis.
• HR systems and applications.

• Bachelor’s Degree in Human Resources, Business Administration or other related field required.
  

• Five plus years progressive experience in a professional human resources capacity required, including, five plus years of employee and labor relations experience.
• Additional experience may substitute for required education as permitted by the JHU equivalency formula. 

• Master’s Degree and/or professional HR certification preferred.
• Knowledge of theory, methods and applications of contemporary employee relations, labor relations, conflict resolution and problem solving, diversity, grievance processes, EEO/AA, F