Position Title:

Senior HR Partner

Position Type:

Regular

Hiring Range:

$91,800 to $102,800/annual; Compensation will be based on education, experience, skills relevant to the role and internal equity.

Pay Frequency:

Annual

A.   POSITION PURPOSE

Under the general direction of the Director for Workforce Planning, the Senior HR Partner is responsible for the management, administration and consultative services in the areas of full-cycle talent  management and employee relations.  This position ensures compliance with all local, state, federal laws, and company policies/procedures.  

These duties are performed in support of HR efforts to advance the University's mission, values and goals. This is a regular, full-time, exempt staff position. 

B.  ESSENTIAL DUTIES AND RESPONSIBILITIES 

1. Recruitment Strategies

• Manage full cycle recruitment for staff and temporary employees.

• Provide consultative services to hiring managers and department heads to develop specific recruiting strategies to meet hiring needs with emphasis on quality of hire.

• Educate hiring supervisors and committee members on the recruitment process related to resume review, interviewing and testing techniques, candidate selection, and reference checking.

• Develop marketing strategies for advertising job opportunities with managers.

• Manage online applicant tracking systems to ensure accurate record keeping for compliance.

• Provide information to candidates regarding SCU total compensation.

• In partnership with the Director, Workforce Planning develop diverse talent pipelines for both active and passive candidates. 

• Identify, develop, and utilize current and emerging technologies to enhance the effectiveness of employment processes. 

• Oversee and ensure appropriate documentation is maintained and accurate to generate reports as needed that monitor turnover, new requisitions, status of open positions and satisfaction levels of hiring supervisors, applicants and new hires. 

• Advise hiring managers of temporary staffing options during leaves or vacancies, including coordination of available resources.

• Provide guidance to employees with day to day HR questions and requirements.

• Provide guidance and make recommendations on position descriptions, in partnership with departments and approve them before posting.

• Keep abreast of current federal and state regulations.

• Manage compliance with all applicable federal, state, and local legal regulations, including oversight of the collection and verification for eligibility to work (I-9). 

2. Performance Management 

• Supports Employee Development & Leadership during the performance management cycle by answering questions and providing guidance to managers to develop understanding of the performance feedback process and address employee performance concerns.

• Counsel managers to ensure effective performance planning and the creation of performance improvement plans, as needed.

• Facilitate meetings with management and employees to develop understanding of the performance feedback process.

3. Consultation and collaboration with managers and employees

• Counsel supervisors to ensure effective utilization of their human resources and enable them to establish and attain their objectives. 

• Identify areas where HR consultation is needed to support department objectives and direct resources to such areas.

• Facilitate and lead meetings with management and employees to develop understanding regarding recruitment, employee relations, and  performance management strategies and techniques.

• Build trust, acceptance, and support for decisions or action proposals.

4. Employee Relations 

• Provide guidance to supervisors regarding employee relations counseling to minimize legal risk with respect to employment decisions and terminations with support from the Director. 

• Advise employees on best practices and University policies for handling employee relations matters, with support from the Director as needed.

• Meet one-on-one with employees, listen to concerns and issues, ask relevant questions to gather informatio