Human Resources Business Partner

The HR Business Partner (HRBP) serves as a strategic partner to UAH leadership within the assigned service area, providing expertise and guidance on a wide range of HR matters. As a resource and trusted advisor, the HRBP collaborates with business leaders to develop and implement HR initiatives that support business goals and objectives. The HRBP is the primary HR contact within the assigned service areas and works closely with and brokers the expertise of subject matter experts across the HR team in the provision of HR services. This includes partnerships across all HR areas of expertise, such as HRIS, Talent Management, and Benefits & Employee Services.

Key Responsibilities Include

HR BUSINESS PARTNER/ADVISOR
• In conjunction with the Executive Director-HR, partner with leadership within assigned service areas to understand business goals and assist in the development of HR strategies to support business outcomes.
• Serve as a subject matter expert and guide managers and employees on various HR issues, including performance management, employee engagement and relations, talent management, classification/compensation strategies, and training and development.
• Collaborate with the HR team to implement HR programs and initiatives for assigned service areas, such as talent acquisition, training and development, compensation and benefits, and employee engagement.
• Analyze HR metrics and data to identify trends and make recommendations for continuous improvement.
• Monitor HR activities and transactions within assigned service areas to identify and address any opportunities for consistency of practice across the organization, and to ensure compliance with federal and state laws and UAH policies and procedures.
• Serve as a resource to the leadership teams within assigned areas, acting as the local HR representative.
• Participate in and lead HR projects and initiatives, and perform other duties as needed.

TALENT ACQUISITION & EMPLOYMENT
• Oversee the talent acquisition process for assigned areas, including placement of job advertisements, participation in recruitment activities and events, applicant screening, and background checks.
• Advise hiring managers on the hiring process, strategies to identify high-quality candidates, and best practices to foster inclusive and legal selection processes.
• In partnership with the Talent Management Recruiter, identify strategies for social media, online, and in-person recruitment to meet business objectives and attract top talent.
• Conduct HR screening interviews, tests, and background checks and assist hiring managers with the development of interview guides and the scheduling of interviews.
• Serve as a resource for the PageUp applicant management system.
• Serve as a resource for applicants and promote positive candidate relationship management.
• Serve as a representative of the HR department in advising on and promoting effective onboarding and offboarding activities, including orientation scheduling and preparation and termination processes.
• May serve as a resource and back-up facilitator for new employee orientation, within HR and assigned service areas.

CLASSIFICATION & COMPENSATION
• Oversee compensation processes for assigned areas, including the review and approval of job descriptions, reclassifications, and salary adjustments.
• With an understanding of business objectives and goals, advise managers on classification and compensation options and the associated job specifications and compensation strategies necessary to attract talent.
• Ensure compensation decisions meet the business requirements of assigned service areas and are consistent with University policy and practice, and application of federal and state laws.
• Under the direction of the Executive Director-HR and/or Associate Director-Talent Management, assist with new position creation, staff equity reviews, and market studies (as necessary to meet business objectives).
• May assist with the data entry and review of electronic personnel action forms (ePAFs) within assigned service area.
EMPLOYEE RELATIONS & ENGAGEMENT
• Serve as a resource and advisor to managers and employees regarding employment-related/human resources policies and resources, and employee relations and engagement best practices.
• Act as a change agent by supporting and facilitating HR initiatives that contribute to a positive and high-performing work culture.
• Advise on employee engagement best practices and participate in employee informational meetings within assigned service areas.
• Advise managers on thoughtful and effective approaches to performance management, coaching, and development.
• Oversee, advise, and approve disciplinary actions fairly and equitably, promoting employee conduct and productivity, as well as com