Senior Human Resources Business Partner

Tuskegee University • Tuskegee, AL, United States • $200k - $250k / year • 1m ago

Position Information

Position Title: Senior Human Resources Business Partner

Status: Full Time

Job Summary

The Senior HR Business Partner serves as the primary point of contact for all HR related matters for the College of Veterinary Medicine (CVM) and the College of Agriculture, Environment & Nutrition Sciences (CAENS). Serves as a strategic partner for unit leadership. Proposes and executes human resources’ initiatives that support the strategic priorities of stakeholders in the areas of classification, compensation, recruiting, hiring and onboarding, rewards and recognition, professional development, performance management and employee relations, engagement and culture, and workforce and strategic planning. Ensures consistency in the application of policies throughout areas served.

Essential Job Duties

Strategic Partnership: Collaborate with unit leadership and teams to develop strategies that drive productivity and growth. Ensure that HR initiatives are aligned with overall University’s objectives.
Work Environment Enhancement: Assist with designing and implementing strategies to create a work environment where employees can thrive, enjoy their roles, and pursue growth opportunities.
Collaboration: Work closely with assigned units to manage key HR functions such as talent acquisition, employee performance management, compensation and rewards, and career development.
Performance Analysis: Analyze performance metrics, including employee retention and experience data, to identify areas for improvement and drive enhancements.
Issue Resolution: Collaborate with assigned units to address and resolve workspace and employee relations issues.
Compensation and Rewards: Assist with employee rewards and compensation policies to ensure competitiveness and fairness.
Employee Lifecycle: Assist with understanding the employee life cycle and knowing how to engage with employees and managers in each stage of the employee life cycle.
Human Resources Information System (HRIS): Work closely with assigned department units to ensure employees are entering into HRIS. Monitor and ensure salary and benefit information is entered into HRIS correctly and timely.
Reporting: Assist with creating and maintaining standard human resources reports.
Strategy Development: Develop and refine HR strategies and policies to ensure alignment with business needs.
Guidance and Mentorship: Provide expert advice and mentorship to executives and leaders on enhancing employee productivity, retention, engagement, and relationship.
Improvement Recommendations: Offer suggestions to resolve technical issues and optimize the University’s structure and framework.
Issue Management: Oversee employee relations metrics, diagnose issues, and address root causes to resolve challenges.
Other duties: Work closely with CHRO to establish a succession plan and workforce plan. Perform other duties as assigned.

Qualifications (Education, Experience and Specialized Training)

Master’s degree in relevant field.
Seven to ten years of human resources experience in two or more human resources functional areas: benefits, compensation, employee relations, recruitment, and/or training.
At least two (2) years of working experience in employee rewards and compensation strategies.
At least two (2) years of working experience in employee management.
At least one (1) year of working experience in succession planning.

Preferred Qualifications

Human resources experience in a higher education environment.
Certified HR Professional.

Physical Demands

Prolonged periods of sitting at a desk and working on a computer.
Must be able to lift up to 15 pounds at times.
Ability to operate standard office equipment.
Ability to walk short distances.
Ability to prepare and analyze data and figures.
Ability to lift at least 10 pounds.

Skills and Attributes

Knowledge of:

Federal, state, and local employment compliance regulations.
Computers to include Microsoft Office Suite – Excel, Word, PowerPoint, and Outlook.

Skills:

Strong organizational and time management skills.
High attention to detail.
Strong communication and collaboration skills for effective interaction with University’s executives and managers.
Exceptional analytical skills for succession planning and workforce planning.

Ability to:

Objectively and professionally coach employees and management through complex, confidential, and difficult employee issues.
Recognize problems and issues and then propose and implement effective solutions informed by judgment that is consistent with organizational policies, practices, and standards while maintaining compliance with federal and state regulations.
Adapt successfully to changing situations and environments while dealing with shifting priorities, assignments, and workloads.
Persist positively in the face of unexpected difficulties.
Build and maintain effective and constructive relationships.
Demonstrate honesty and integrity in dealing with people.
Work cooperatively with others toward common objectives, demonstrate respect for the ideas and contributions of other team members, cultivate positive relationships with other associates, and provide guidance and support to others.
Engage in a continuous process of self-development, identifying and addressing learning and development needs to enhance own performance.