Human Resources Business Partner, Manager

The Human Resources Business Partner, Manager, at Grand Rapids Community College will perform all core duties of a Human Resources Business Partner, including, recruitment, employee and labor relations, policy implementation, and contract or employee handbook administration. In addition to these responsibilities, this role provides supervisory leadership to HR Business Partners and HR Generalist by assigning work, coaching staff, supporting performance, and ensuring high quality service delivery. This position also contributes to workforce planning, helps guide change management efforts, advises leadership on talent related risks, and supports a consistent and equitable employee experience throughout the employee lifecycle, in alignment with our mission, values, and strategic goals.

Requisition ID: 1048
Position Number: 0001048
Department: Human Resources
Employee Group: PMA
Schedule: 40 hours/52 weeks, 8:00 am - 5:00 pm
Compensation: OM2; $71,726 Annually
Benefits: Full-Time
Reports to: Executive Director of Human Resources and Talent Development
Posting Opens: 11/18/2025
Posting Closes: 12/03/2025

ESSENTIAL FUNCTIONS

Supervision and Leadership

• Provide supervision to Human Resources Business Partners and Human Resources Generalist.
• Oversee daily workflow, provide ongoing coaching and feedback, and ensure accountability to HR standards, policies, and service expectations.
• Foster a positive and collaborative work environment with employees, supervisors, and college leadership that prioritizes accuracy, efficiency, and employee satisfaction.
• Support HR leadership in aligning departmental work with institutional goals, employee development needs, and operational duties.
• Assign and monitor work of team members to ensure effective and timely service delivery.
• Works with HR leaders on talent risks and helps them lead through change and uncertainty.

Recruitment and Staffing:

• Serve as backup for full cycle recruitment process for the Talent Acquisition team
• Collaborate with supervisors to identify staffing needs and ensure timely and effective hiring.
• Facilitate screening committee training for interview and selection procedures.
• Guide managers through the position authorization process, and work collaboratively with management to design job descriptions for effective recruitment.
• Meet with new hires; following up during the first months of employment to help communicate our culture and improve employee retention.
• Conduct exit interviews, assess employee feedback, and evaluate the data to make recommendations for improvements to management.

Employee Relations:

• Serve as a point of contact for employee inquiries and concerns.
• Actively participate in employee relations and handbook updates or contract negotiations and administration; interpreting handbook and/or contract language for supervisors and employees.
• Mediate and resolve employee relations issues, fostering a positive work environment. This may involve collaborating with the Office of General Counsel.
• Conduct investigations and provide recommendations for resolution.
• Coach, counsel, and guide managers through the execution of employee disciplinary action process
• Create a proactive employee relations environment including effective communication and compliance with policies and laws, while ensuring fair treatment of employees.
• Keep management advised of potential problem areas and recommend and/or implement solutions.
• Interpret and apply applicable law and statute updates related to human resources management, as well as proactively maintaining compliance expectations.

Payroll and Benefits Administration:

• Facilitate & approve employee payroll setup, including additional compensation.
• Lead new fiscal year setup for assigned employee groups. Responsible for coordinating all payroll changes for assigned employee groups
• Implement and calculate employee pay out upon separation from the College.
• Assist benefits staff with administering benefits programs, answering questions about retirement plans, medical benefits and leave policies.

Organization and Department Development:

• Encourages clear communication, listens to concerns, and supports employees during change.
• Looks for way