HR Business Partner

University System of New Hampshire; United Kingdom; On-site; GBP 55,000 - 90,000; Full time

Job summary

The University System of New Hampshire Human Resources Business Partner role advances the University's mission by offering strategic and tactical consulting on people and organizational development across diverse academic, administrative, union and non-union environments.

The HRBP advises leaders on workforce planning, organizational design and performance management, and serves as the primary contact for managers seeking HR services.

Qualifications

• Bachelor's degree or higher in human resources or related field.
• Five years of related HR experience; master’s degree may substitute for part of experience.
• Experience in policy development and application; strong communication and collaboration skills.

Responsibilities

• Provide organizational development guidance and strategic partnership across units, including workforce planning, staffing structure and succession planning.
• Manage employee relations issues through investigations, mediation, and data analysis to facilitate resolutions.
• Design and deliver standard and custom HR training programs and support policy revisions and campus communications.
• Collaborate with HR, Legal, Finance and Academic Administration to drive data-driven HR initiatives.

Skills

Communication skills

Supervisory ability

Administrative ability

Education

Bachelor's degree

Master's degree

Job description

The Human Resources Business Partner role supports achievement of the University's mission and strategic plan by providing strategic and tactical consulting on people and organizational development strategies, adapting to the needs and styles of a diverse workforce in operational, academic, administrative, union and non-union environments. The HRBP carries out responsibilities in the following functional areas: workforce planning, organizational design, employee development, performance management, employee relations, policy development and application, employee initiatives and training. They serve as the primary point of contact for managers and employees to understand the HR services delivery model and obtain services.

Duties/Responsibilities

Organizational Development and Strategic Partnership (50%)

• Using independent judgment and metric based assessment of each organization's climate, culture and strategic initiatives, provide guidance to leaders throughout management levels on organizational development, including workforce planning, staffing structure, succession planning, recruiting, employee development, performance management, organizational learning and labor relations.
• Act as a change agent through process design analysis to support change and transformation driving towards best practice solutions. Provide consult in the engagement of employees in strategic department/unit/university initiatives.
• Counsel, educate, and advise managers and employees on USNH policies. Provide guidance to management regarding HR processes for submitting job classifications, reclassifications, equity requests and performance bonuses. Liaise cross functionally with colleagues across the Human Resource, Legal, Finance and Academic Administration teams. Drive strategic decision making through use of data and analytics, leveraging our internal HCM system, to evaluate patterns and trends and provide insight for HR program initiatives. Gather feedback through stay and exit interviews and collaborate with managers on action items. Champion strategic HR initiatives and programmatic changes and the engagement with employees and supervisors related to these activities, including training and communication support.

Employee Relations and Compliance (30%)

• Manage employment issues in both formal and informal situations, through investigation, mediation, and data collection and analysis to recommend and facilitate resolutions.
• Foster a fair and equitable workplace culture committed to "best place to work" practices by partnering, coaching, and advising supervisors/managers and employees on issues that pertain to employee relations, legal compliance, collective bargaining agreement parameters and performance management.
• Manage complex issues involving understanding, interpreting, communicating, and consistently applying UNH and USNH policy, state/federal laws and their interdependencies, often involving partnership with other UNH/USNH departments and offices.
• Research/investigate and compile pertinent data to influence consistent and compliant resolutions.
• Serve as an advocate for employee needs and concerns and represent employees in a broader context to the campus community.

Training and Special Projects (20%)

• Act as a cultural ambassador for continuous improvement and learning.
• Design and deliver standard and custom training programs on a broad range of HR topics (e.g., performance management, team building, supervisory development, succession planning, etc.) resulting in improved supervisory and management practices and improved employee retention.
• Provide leadership for HR and campus initiatives, special projects, process improvement and committees.
• Review and provide feedback on policy revisions, updates to the HR Website, and campus communications.
• Stay current on HR laws and attend professional development.

Requirements

• Minimum Acceptable Education & Experience: Bachelor's degree and five years of related experience in personnel/human resources work, involving a year or more of experience in a designated area of specialization if required by the position to be filled or Master's degree and three years of related experience, involving a year or more in a specialized field, if required.
• Knowledge, Skills & Abilities:
  • Excellent communications skills, both oral and written.
  • Supervisory and administrative ability.
• Preferred Qualifications: Experience utilizing a robust HCM system such as Workday