HR Business Partner, UC Human Resources

Current UC employees must apply internally via SuccessFactors 

 

Next Lives at the University of Cincinnati 

Founded in 1819, the University of Cincinnati ranks among the nation’s best urban public research universities. Home to more than 53,000 students, 12,000 faculty and staff, and over 350,000 living alumni, UC, a Carnegie 1 institution, combines research prowess with a physical setting The New York Times has called “the most ambitious campus design program in the country." UC's momentum has never been stronger as the anchor of the Cincinnati Innovation District, the oldest cooperative education (co-op) program in the country with students earning $88.8 million annually through paid experiences, an academic health system, and as a member of the Big 12 Conference. The university contributes $10.6 billion in economic impact to the city and $22.7 billion to the state of Ohio. At UC, next is all of us. Learn more at uc.edu. 

 

UC is a mission-driven organization where we are committed to student success and positively transforming the community through scholarship and service.  We thrive on innovation, making an impact, and fostering an environment where staff and faculty are key contributors to UC’s success.   

Job Overview

The Human Resources Business Partner (HRBP) provides strategic HR support to assigned business units, aligning HR practices with organizational goals. This role partners with leadership to drive initiatives in talent management, workforce planning, performance development, employee engagement, and change management. The HRBP advises on policy interpretation, employee and labor relations, and ensures compliance with university policies, collective bargaining agreements, and applicable laws.

 

The position oversees delivery of day-to-day HR services, supervises HR professional staff and collaborates with internal stakeholders and HR leaders to support institutional priorities. This position will lead a team of HR professionals, fostering a customer-focused and solutions-oriented culture that evolves to meet changing business needs.

Essential Functions

• Assess and anticipate human resources-related needs within assigned business unit(s) in the areas of talent and performance management, leadership development, workforce planning, succession planning, employee and labor relations, training objectives, career development and policy interpretation.
• Collaborate with business units to enable them to become future-ready by focusing on the existing workforce in the organization and preparing them for the future.
• Advise leaders on relevant employment laws and regulations, as well as other legal requirements regarding people management.
• Review and analyze human resources metrics on productivity, turnover, vacancy rates, employee engagement, etc., to identify trends, proactively assess the work climate, and create action plans with departments.
• Act as member of the HR Management Leadership Team and manage and coordinate HR-related internal and external communication with stakeholders.
• Liaison and collaborate with HR Leaders on best practices and issues pertaining to internal and external business units. Proactively support the delivery of HR processes and best practices to the business units.
• Provide consultation to management and employees on employee relations matters, ensuring alignment with university policies, collective bargaining agreements and applicable laws.  Conduct or coordinate thorough, objective investigations as needed, ensuring fair and consistent processes. Escalate complex or sensitive issues to the appropriate University office when applicable.
• Advise management on addressing performance concerns and determining appropriate actions, including coaching, performance improvement plans, or disciplinary steps.
• Oversee the delivery of day-to-day HR service operations for assigned business units, ensuring a high standard of customer service that is responsive, adaptable, and tailored to the unique needs of each unit.
• Prepare HR team members for participation in administrative hearings, ensuring they understand their role and relevant policies or agreements. Serve as HR representation in such proceedings when needed, representing the University’s interests while ensuring fair and consistent application of HR practices.
• Perform related duties based on departmental need. This job description can be changed at any time.

Required Education

• Bachelor’s Degree.
• Eight (8) year