UNIV - Human Resources Business Partner II

Job Description Summary

The HR Business Partner II operates as a mid-level strategic partner, influencing departmental people strategies and collaborating on enterprise-wide HR initiatives. This role functions within a matrixed HR model, partnering with designated department leaders to address HR-related matters and advance organizational priorities. The HRBP II supports the full employee life cycle from initial recruitment through transition while ensuring alignment with MUSC’s mission and values. The HRBP II partners with leadership to implement HR programs that align with organizational goals and promote engagement, performance, and compliance. This role collaborates closely with MUSC HR Centers of Expertise (CoE), HR Shared Services (HRSS), and department leadership to deliver exceptional HR services. The HRBP II is responsible for fostering an environment that values and encourages talent management, retention, inclusivity, professional development, employee wellness and manage employee relations matters.

Entity

Medical University of South Carolina (MUSC - Univ)

Worker Type

Employee

Worker Sub-Type​

Classified

Cost Center

CC001348 UNIV - Human Resources - Direct

Pay Rate Type

Salary

Pay Grade

University-GEN10

Pay Range

57,700.00 - 80,800.00 - 103,900.000

Scheduled Weekly Hours

40

Work Shift

Job Description

35% Strategic Partnership

• Act as a strategic partner to department and unit leaders, influencing people strategies and providing consultative guidance on complex HR decisions and departmental initiatives.
• Design and implement HR strategies in collaboration with Centers of Excellence (CoEs) to address evolving organizational and workforce needs.
• Recognize departmental priorities and develop people strategies that support operational goals and organizational objectives.
• Collaborate with leaders to influence workforce and talent strategies based on an understanding of departmental needs and enterprise priorities.
• Provide coaching and consultation to support leadership effectiveness and advanced people-management practices.
• Proactively identify workforce challenges and recommend innovative, data-driven solutions.
• Translate enterprise HR initiatives into tailored solutions that support departmental goals.
• Provide feedback and recommendations to CoEs regarding enterprise-wide HR programs, policies, and initiatives.
• Leverage workforce data, analytics, and insights to support workforce planning, succession planning, and organizational readiness in partnership with HR Shared Services (HRSS).
• Partner with leaders to implement long-term workforce strategies that support growth, retention, and organizational transformation.
• Develop and maintain collaborative relationships with key stakeholders across the MUSC Enterprise.

35% Employee Relations

• Serve as a partner/consultant and subject matter expert for employee relations matters within assigned departments.
• Advise leaders on performance management, attendance issues, disciplinary actions, policy interpretation, corrective action, workplace conduct, conflict resolution, and employment-related concerns.
• Conduct and support employee relations reviews, investigations, and resolution strategies in partnership with HR leadership, Legal, and other stakeholders as appropriate.
• Assess organizational risk and provide recommendations that balance business needs, employee experience, and compliance requirements.
• Ensure compliance with MUSC policies, employment laws, and regulatory requirements while promoting fair and consistent application across departments.
• Partner with leaders to proactively identify workplace concerns and implement strategies that foster positive employee relations and mitigate risk.
• Maintain documentation and provide guidance on employee actions, grievances, complaints, and related matters.
• Support leaders in navigating sensitive and complex employee issues while promoting organizational effectiveness and accountability.

5% Recruiting, Hiring, and Preboarding

• Champion and communicate recruitment, hiring, and preboarding initiatives and process changes.
• Consult with leaders regarding workforce market trends and talent acquisition strategies.
• Partner with Talent Acquisition and related CoEs to support effective hiring outcomes.

10% Consultation to Departments

• Serve as a trusted advisor to leaders on HR trends, workforce practices, and people-related business decisions.
• Provide consultative guidance that supports departmental effectiveness and organizational success.
• Influen