Human Resources Business Partner II

As a community, the University of Rochester is defined by a deep commitment to Meliora - Ever Better. Embedded in that ideal are the values we share: equity, leadership, integrity, openness, respect, and accountability. Together, we will set the highest standards for how we treat each other to ensure our community is welcoming to all and is a place where all can thrive.

Job Location (Full Address):

601 Elmwood Ave, Rochester, New York, United States of America, 14642

Opening:

Worker Subtype:

Regular

Time Type:

Full time

Scheduled Weekly Hours:

40

Department:

100989 University HR at Med Ctr

Work Shift:

UR - Day (United States of America)

Range:

UR URG 110

Compensation Range:

$60,431.00 - $84,603.00

The referenced pay range represents the minimum and maximum compensation for this job. Individual annual salaries/hourly rates will be set within the job's compensation range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations.

Responsibilities:

Serves as a key Human Resources partner supporting assigned business unit(s) in close collaboration with Senior Human Resources Business Partner(s). Provides consultation and guidance to managers and employees on a broad range of Human Resources matters, including policy interpretation, employee relations, performance management, corrective discipline, and organizational processes.

This role manages a substantial portfolio of day-to-day HR partnership responsibilities while partnering with Senior HRBPs and/or HR Directors to drive outcomes. The position plays a critical role in delivering high-quality HR services, building trusted relationships with leaders, and supporting workforce initiatives.

Maintains strong business literacy regarding the culture, priorities, operations, and workforce needs of assigned client groups, and develops increasing capability in strategic HR consultation through partnership with senior HR leadership.

ESSENTIAL FUNCTIONS

• Serves as a primary day-to-day HR contact for assigned client groups, providing guidance on HR policies, procedures, practices, and employee-related matters with a high degree of professionalism and sound judgment.
• Partners closely with Senior HR Business Partner(s) to support execution of broader workforce and organizational strategies, while independently managing HR issues within assigned areas.
• Advises managers and employees on employee relations matters, including workplace concerns, conflict resolution, performance improvement, corrective action, and policy interpretation; escalates highly sensitive, high-risk, or strategically complex matters as appropriate.
• Assists in resolving employee and supervisor concerns through proactive consultation, coaching, and application of effective problem-solving approaches.
• Supports implementation of HR initiatives and programs by gathering, analyzing, and interpreting workforce data; prepares reports, identifies trends, and contributes recommendations to improve organizational effectiveness.
• Collaborates with Compensation, Benefits, Organizational Development, Talent Acquisition, and Labor Relations to coordinate solutions and ensure consistent service delivery.
• Supports organizational leaders in workforce planning, talent discussions, organizational change efforts, and department-level people initiatives under the guidance of Senior HRBP leadership.
• Ensures compliance with HR policies, employment laws, collective bargaining agreements where applicable, and regulatory requirements; provides guidance to leaders on consistent and compliant application of policies and practices.
• Maintains working knowledge of legal and regulatory requirements affecting employee management and consults with Senior HRBPs and subject matter experts to mitigate organizational risk.
• Participates in HR projects, process improvement efforts, and cross-functional initiatives that strengthen service delivery and advance departmental priorities.
• Builds leadership capability through coaching and consultation with front-line leaders, helping strengthen management effectiveness across assigned client groups.
• Other duties as assigned.

MINIMUM EDUCATION & EXPERIENCE

• Bachelor's degree and 3 years of professional Human Resources experience required
• Or equivalent combination of education and experience

KNOWLEDGE, SKILLS AND ABILITIES

• Demonstrated ability to independently manage multiple HR issues simultaneously while