Human Resources Business Partner - Academic Affairs

IMPORTANT APPLICATION INSTRUCTIONS:

• Upload Resume or Curriculum Vitae for automatic population of information to the application.
• The contact information, work experience, and education listed on your Resume/CV will be parsed and input into your Montclair application.
• Review information and double-check all fields containing information that the system parsed – the software is intelligent, but you need to verify that the data is accurate.
• In the “My Experience” section, you will find a Resume/CV upload option where you can submit your cover letter and all other supporting documents.

Note: If you have an expansive CV, we recommend that you apply manually and only include the positions you have held in the last ten (10) years. You will then be able to attach your Resume/CV, as well as all other supporting documentation in the "My Experience" section of your application.

Job Description

SUMMARY

Reporting to the Chief Human Resources Officer (CHRO), the Human Resources Business Partner – Academic Affairs (HRBP-AA) serves as a key HR team member, collaborating closely with academic leadership and faculty to align human resources strategies with the University’s academic goals. The HRBP-AA provides strategic guidance on organizational development, labor relations, employee relations, and other HR functions to support the unique needs of the academic community. This position works proactively with deans, department chairs, and other academic leaders to enhance faculty and staff engagement, performance, and development.

PRINCIPAL DUTIES AND RESPONSIBILITIES

• Serves as the primary HR point of contact for the Academic Affairs offices, ensuring alignments between HR strategic and the University’s academic mission.

• Partners with academic leadership to provide guidance on talent management, organizational structures, and workforce planning.

• Develops and implements HR solutions tailored to the needs of academic departments, balancing university policies with academic-specific requirements.

• Coaches managers on employee relations, performance management, policy interpretation, and legal compliance.

• Provides expert guidance to academic and administrative leaders on interpreting and applying current collective bargaining agreements.

• Serves as a key resource for labor relations issues, including addressing grievances, resolving conflicts, and ensuring compliance with contractual obligations.

• Collaborates with university leadership to support discussions and preparations for future collective bargaining agreements, ensuring alignment with institutional goals and labor regulations.

• Facilitates communication between the University and union representatives to maintain positive labor-management relationships.

• Reviews employee issues with empathy, fairness, and adherence to applicable university policies and procedures. Provides counsel to academic leadership on policies, procedures, and employee and labor relations best practices. Determines when to refer a matter to the Employee/Labor Relations unit for handling.

• Collaborates with the HR team on compensation, benefits, payroll, training, labor relations and employee relations initiatives.

• Implements compensation initiatives and philosophy in addition to following the collective bargaining agreement.

• Plans, develops, organizes and implements HR business plans aligned with the overall University strategy; this includes guidance on HR policies, procedures and best practices, and supports the implementation of HR initiatives.

• Provides strategic guidance on organizational structure, succession planning, creation of new positions and effective communication planning and supports the departments in implementing the plan.

• Builds and maintains personal credibility at all levels to effectively provide advice and counsel.

• Guides managers on performance management processes, including goal setting and performance reviews, to foster continuous improvement and accountability.

• Provides direction and tools for leaders to continually assess changing business requirements and skill set needs, including guiding and developing job description creation.

• Identifies training needs and develops relevant training programs in partnership with the Learning and Development team.

• Oversees onboarding and transition of new employees and new senior leaders to their r