Human Resource Business Partner

The Human Resources Business Partner (HRBP) is a strategic, systems-focused leader who oversees the full lifecycle of hiring and onboarding for faculty, staff, and student employees and plays a central role in advancing the college’s people-first culture. This position is responsible for aligning HR operations with institutional goals, while also ensuring a high-quality employee experience grounded in service, compliance, and continuous improvement.
Reporting to the Vice President of Human Resources and CHRO and managing two direct reports, the HRBP partners closely with leaders across academic and administrative areas to support workforce planning, employee relations, policy interpretation, and organizational development. This position also leads the administration of the Oracle Cloud HCM system for key HR modules, including Talent Acquisition, Onboarding, Payroll, and Timekeeping, with a focus on optimization, reporting, and process improvement.
The ideal candidate will bring a strong ability to build trust with institutional leaders, navigate complex employee issues, and resolve concerns with integrity, professionalism, and a solutions-focused approach. Strategic HR Partnership • Serve as a trusted advisor to department leaders, offering guidance on HR practices, workforce planning, performance concerns, and organizational needs. • Act as a consultative partner to help managers navigate complex employee issues and workplace dynamics. • Provide coaching and mediation support to resolve conflicts and ensure compliance with college policy and employment law.
Talent Acquisition & Onboarding • Lead and oversee end-to-end recruitment and onboarding processes for all college employees, including faculty, staff, and students. • Guide hiring managers and search committees through equitable, compliant, and efficient hiring practices. • Champion a structured and inclusive onboarding experience that supports early engagement and retention.
Employee Relations & Policy Support • Address employee relations matters in collaboration with institutional leaders; manage conflict resolution and performance concerns professionally and fairly. • Ensure consistent and compliant interpretation of policies, employment laws, and institutional procedures. • Promote a workplace environment that supports open communication, accountability, and continuous feedback.
HR Technology & Oracle Cloud HCM Operations • Serve as the lead operational user of Oracle Cloud HCM for Talent Acquisition and Onboarding, as well as support user for Payroll, and Timekeeping modules. • Partner with the HRIS Analyst to troubleshoot issues, improve system performance, and support new configurations or enhancements. • Use the system to streamline workflows, automate key reports, and improve the overall HR service experience.
Workforce Metrics, Reporting & Process Improvement • Create and manage dashboards, scorecards, and KPIs for HR operations and direct report performance. • Deliver monthly workforce analytics and hiring metrics to HR leadership and institutional stakeholders. • Document HR processes and standard operating procedures to ensure clarity, consistency, and continuous improvement. • Lead process improvement efforts focused on enhancing service delivery and operational efficiency.
Team Leadership • Supervise and develop two HR professionals focused on employment and onboarding operations. • Build a collaborative, inclusive, and high-performance team culture rooted in service excellence and accountability.
Required: • Bachelor’s degree in Human Resources, Business Administration, or a related field. • Minimum of five (5) years of progressive human resources experience, including demonstrated expertise in HR Business Partner functions, talent acquisition, onboarding, and employee relations • At least two (2) years of experience working within a HCM system in platforms like Workday, SAP SuccessFactors, Oracle HCM, ADP, UKG (UltiPro), or similar. • At least two (2) years if supervisory or team leadership experience.
Preferred: • Master’s degree in Human Resources, Organizational Development, or a related field. • SHRM-CP, SHRM-SCP, or PHR certification. • Demonstrated ability to analyze HR data and provide workforce reporting and insights. • Proven ability to serve as a trusted advisor and mediator in sensitive employee matters.
Key Competencies and Attributes: • Strategic and systems thinker with t