HR Business Partner

Eastern Michigan University; Ypsilanti (MI); On-site; USD 71,000 - 87,000; Full time

Job summary

Eastern Michigan University seeks an experienced HR Business Partner to align division objectives with employees and management. You will advise leaders, conduct investigations, and guide performance and workforce planning within Academic and Student Affairs.

You will collaborate with labor relations, recruitment teams, and training to deliver compliant, strategic HR solutions. A bachelor's degree or equivalent experience is required; MS or HR certification preferred; on-site role at Main Campus

Qualifications

• Bachelor's degree or eight years of equivalent work experience required.
• One year of HR-related experience or relevant internship coursework required.
• Demonstrated independent judgment and ability to maintain confidentiality.

Responsibilities

• Manage and resolve complex employee relations issues, investigations, and grievances.
• Provide day-to-day performance management guidance to management.
• Collaborate with management and union leadership to improve relations and productivity.

Skills

Verbal and written communication

Judgment

Confidentiality

Education

Bachelor's degree or equivalent experience

Master's degree or HR certification preferred

Tools

Access

PowerPoint

Crystal Reports

Banner

PageUp

Job description

Title: HR Business Partner

Employee Classification: AP - Administrative Exempt

Pay Grade: AP 06

Division: Academic and Student Affairs

Subdivision: Labor Relations

Department: University Human Resources

Campus Location: Main Campus

General Summary

As a strategic partner, the HR Business Partner (HRBP) aligns business objectives with employees and management in designated divisions/departments. The HRBP serves as a consultant to management on Human Resource (HR)-related issues. The HRBP assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The HRBP formulates partnerships across the HR function to deliver value‑added service to management and employees that reflect the business objectives of the organization. The HRBP interacts with assigned units to maintain a level of business acumen about the units' financial position, culture, and competition.

Principal Duties and Responsibilities

• Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations, disciplinary and grievance conferences. Issue employer grievance responses and participate in arbitrations.
• Provide‑day‑to‑day performance management guidance to management (coaching, counseling, career development, disciplinary actions).
• Work closely with management, employees and union leadership to improve work relationships, build morale, increase productivity and retention.
• Provide HR policy, procedure, and collective bargaining agreement guidance and interpretation.
• Conduct regular meetings with respective division/department heads and management staff Participate in the collective bargaining process; serving as member of the collective bargaining team.
• Provide guidance and input on division/department restructures, workforce planning, succession planning.
• Manage and evaluate division/department requests for compensation and classification activities. Conduct job evaluation and job analysis activities and track statuses.
• Partner with hiring managers and search committees on recruitment strategy and support the full recruitment lifecycle,
  including sourcing, screening, and assessing candidates for assigned divisions/departments.
• Administer employment, compensation and classification processes/procedures, providing consultation/coaching to management when necessary; including serving as staff search advisor, review of personnel action changes/action summaries, and position control changes.
• Identify training needs for assigned divisions/departments and individual manager/staff coaching needs. Partner with the Training & Organizational Development Department in implementation of trainings/organizational development interventions.
• Participate in evaluation and monitoring of training program success. Follow‑up to ensure training objectives are met.
• Analyze trends and metrics in partnership with HR group to develop solutions, programs and procedures. Develop and communicate HR and University policies and procedures that impact both unionized and non‑unionized employees.
• Maintain in‑depth knowledge of legal requirements related to day‑to‑day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required.
• Lead and participate on various departmental and University committees and special projects as required.
• Partner in investigations related to claims of harassment and discrimination.
• Labor Relations: Work collaboratively with the university staff unions to maintain a collegial and cooperative labor environment.

Minimum Qualifications

• A bachelor's degree, preferably in Business Administration, Computer Information Systems, Human Resource Management, or a related behavioral science field, OR eight years of equivalent work experience; OR an equivalent combination of education and experience that demonstrates the ability to perform all essential duties of the position is required.
• Working knowledge of Human Resources principles and practices, typically acquired through at least one year of work experience in a Human Resources related position, OR through a combination of graduate‑level coursework and related internship experience is required.
• Demonstrated independent judgment, strong verbal and written communication skills, and the ability to maintain confidentiality, meet deadlines, and interact with all levels within an organization are required.

Preferred Qualifications

• A master's degree and/or professional human resources certification is highly preferred.
• Experience providing guidance and consultation to management and staff in the areas of employee/labor relations, compensation, employment, training, organizational development, and employee benefits.
• Experience with competency‑based performance management and interviewing.
• Previous experience in unionized, higher education or public‑sector environment.
• Knowledge of Access, PowerPoint, and Crystal Reports.
• Previous experience using computer‑based Human Resource Information Systems to access information and process transactions is required. Experience with Banner and PageUp systems.

Special Instructions

This is a full time, onsite position. Not remote.

Salary: $70,900-$86,900, commensurate with qualifications and experience.

Appointment Percentage

100%