HR Business Partner

Statement of Duties & Responsibilities:

Leadership

• Represent the HR function and operational needs to leadership audiences.

Management

• Supervise related lower-level staff as assigned.
• Delegate and assign operational work; manage employee performance, leave, and professional development.
• Serve as a resource and liaison for human resource team, escalating issues to leadership as needed.

Recruitment and Talent Acquisition

• Responsible for talent acquisition, search, and recruitment efforts for roles at all levels in all employment categories applicable to the unit.
• Applies historical knowledge and expertise of the unit's activities to develop and implement recruitment plans targeted to pertinent applicant populations.
• Responsible for all aspects of facilitating the search process and job postings for their portfolio. 
• Manages or contributes to the overall talent acquisition strategy for the unit.
• Prioritizes the sequencing of overall search activity in consultation with senior leadership.
• Lead internal branding and advertising strategies for talent acquisition.

Labor and Employee Relations

• Applies HR subject-matter expertise and organizational history to LER issues, providing guidance to management on complex or novel issues.
• Interprets collective bargaining agreements and participates in contract negotiations.
• Develops and implements performance management strategies for the unit.
• Works with supervisors to recommend and enact disciplinary measures, ensuring consistency with best practice and policy.

Compensation and Benefits

• Recommends salary decisions and develops justifications.
• Performs pay equity analysis incorporating market research and consideration of internal comparability across job groups.
• Determines appropriate compensation amounts and mechanisms for temporary/additional pay including complex or novel circumstances.
• Contributes compensation information and expert guidance to unit budget and strategic planning.
• Advises leadership audiences of potential impacts of compensation decisions, both policy-based and employee perceptions.

HR Compliance and Policy

• Ensures adherence to HR policies and legal requirements through tracking, training, and internal reviews.
• Develops internal compliance strategies aligned with organizational goals.
• Represents the unit as a subject-matter expert in committees and projects developing policies, revising policies, and implementing compliance mandates.

HR Information Systems and Appointments Management

• Responsible for managing employee appointments and records, and the interaction between multiple types of appointments to result in appropriate pay and employee status information.
• Develops complex reports.
• Ensures accuracy of input data and resolves all discrepancies, implementing data retention best practices.
• Recommends and implements systems that improve overall efficiency, security, access, and tracking. 
• Identifies and tracks relevant metrics for HR, informing leadership decision-making.

Payroll, Time Reporting, and Leave Management

• Responsible for overall payroll, time reporting, and leave management in the unit.
• Trains managers and other HR professionals on applicable processes and policies, developing and implementing guidelines.
• Audits payroll and leave records for compliance and corrections, especially for complex and conflicting records across multiple systems.
• Determines options for employees who have exhausted leave or have multiple leave types, paid or unpaid.

Job Classification and Analysis

• Leads strategic job classification and analysis initiatives.
• Develops comprehensive classification programs aligned with departmental goals.
• Ensures alignment with industry standards and best practices.

Employee Learning and Professional Development

• Creates and the training and development strategy for the unit.
• Develops and enacts unit-wide strategies for employee development and career pathing.
• Acts as a resource for others in creating development strategies.

Organizational Development

• Leads strategic organizational development initiatives in collaboration with senior leadership to drive organizational change.
• Develops and delivers comprehensive development programs aligned with organizational goals.
• Champions best practices related to organizational development, culture, team building, retention, and managing change.
• Coaches leaders to enhance their skills.