Human Resources Business Partner

University of Southern Indiana; Evansville (IN); On-site; USD 56,000 - 68,000; Full time

Benefits offered by this job

Full tuition fee waiver for employees,

Spouses, and dependent children

Health insurance

Retirement plan with 11% contribution

Vacation and sick time

Holiday pay

Free access to Recreation, Fitness & W

ellness Center

Job summary

The University of Southern Indiana (USI) is seeking a Human Resources Business Partner to act as a strategic partner within the Finance and Administration division. The HRBP will focus on workforce planning, recruitment, and employee engagement, shaping a positive workplace culture and long-term retention.

The role involves partnering with leadership to align HR initiatives with institutional goals, leading recruitment efforts, and advising on performance management and policy compliance.

Qualifications

• Bachelor’s degree in HR or related field with 2+ years of work experience preferred.
• Experience conducting workplace investigations and knowledge of employment laws.
• Strong communication, data analysis, and problem-solving skills.

Responsibilities

• Partner with division leadership to develop employment and retention plans.
• Lead recruitment efforts and guide search committees to ensure compliance.
• Provide guidance on performance management, coaching, and employee relations.

Skills

Workforce planning

Employee relations

Recruitment

Policy compliance

Data analysis

Communication

Education

Bachelor’s degree in Human Resources or related field

Associate’s degree with 4 years HR experience

Tools

HRIS systems

Microsoft Office

Job description

Title: Human Resources Business Partner

Division: Finance and Administration

Department: Human Resources

FLSA Status: Exempt

Salary Range: $62,000 Annual Salary

EEO Job Group: 2 E2

Position Summary

The Human Resources Business Partner (HRBP) serves as a strategic partner to assigned division(s), working closely with leadership to support workforce planning, employee engagement, and organizational effectiveness. A central focus of this role is strengthening employee recruitment and retention, developing new recruitment and retention initiatives, and fostering a positive, work environment that supports long-term employee success. The HRBP also holds specialty responsibility in one or more of the following areas: Training and Development, Recruitment, Advertising, and Communications, Engagement, Positive Employee Relations, Policy Management

Duties/Responsibilities

Strategic Partnership and Workforce Planning: Partner with division leadership to develop and execute strategic employment and retention plans aligned with institutional goals. Analyze workforce trends, turnover patterns, and engagement data to identify retention risks and recommend proactive solutions. Collaborate with HR leadership and Vice President(s) to design and implement division specific retention strategies, including career pathways, recognition practices, and work environment improvements. Recruitment, Selection and Onboarding: Assist supervisors in developing accurate position descriptions that reflect current and future needs. Lead active recruitment efforts for assigned division(s), ensuring a positive candidate experience that supports long-term retention. Develop recruitment plans tailored to each posting to attract highly qualified candidates. Train and guide search committees or interview panels to ensure compliance with federal/state laws and University policies. Manage preemployment processes, including reference checks and background screenings. Prepare and coordinate offer letters. Support onboarding processes and collaborate with HR colleagues to ensure a smooth transition that promotes early engagement and retention. Conduct new hire orientation in rotation with other HRBPs. Employee Engagement, Retention, and Employee Relations: Conduct stay interviews to identify strengths and opportunities related to employee satisfaction and retention; provide actionable feedback to leadership. Conduct exit interviews and analyze trends to inform retention strategies and organizational improvements. Consult with leaders on day-to-day performance management, including coaching, counseling, career development, and corrective action. Recommend enhancements to performance management tools and practices and educate stakeholders on their effective use. Collaborate with Human Resources Manager and Associate Director of Human Resources on final warnings and terminations to ensure consistency and fairness. Promote positive employee relations and support initiatives that strengthen engagement and workplace culture. Serve as an investigator for assigned harassment or discrimination cases. Policy, Compliance and Process Improvement: Provide guidance on University policies and procedures and recommend policy or process enhancements that support retention and operational effectiveness. Assist in developing division specific policies and procedures. Ensure compliance with employment laws and University standards throughout the employee lifecycle. Benefits Guidance, ADA, and Total Rewards Support: Provide general guidance on leaves of absence, accommodation requests, and benefit plans, including medical, dental, vision, waiting periods, enrollment deadlines, and premiums. Collaborate with other HR Business Partners to creatively market University benefits to candidates and employees as part of retention and recruitment strategies. Advise new hires and transfers on benefit considerations that may influence their employment decisions. Learning and Development and Coaching: Identify learning and development needs within assigned division(s) and recommend or deliver training solutions. Provide coaching to managers and staff to support performance, engagement, and retention. Coordinate training on HR topics, University policies, division policies, and technical skills. Partner with subject matter experts to deliver specialized training as needed. Project Management and Change Leadership: Manage and coordinate special initiatives and projects that support HR and division goals, including retention focused initiatives. Develop project plans, identify resources, and submit to HR and divisional leadership for approval. Upon approval, facilitate implementation using effective change management practices. Other Duties: Perform other duties as assigned to support the mission and strategic priorities of the University.

Required Knowledge and Skills

Bachelor’s degree with two years of work experience in Human Resources, or Associate’s degree with four years of work experience in Human Resources. Experience conducting workplace investigations. Working knowledge of federal and state employment law/regulations. Excellent critical thinking, problem solving, data analysis, written and interpersonal communication, and conflict management skills. Ability to self-direct and manage multiple groups with conflicting priorities is required; ability to take initiative, anticipate customer needs and make recommendations for implementation. Knowledge of Human Resources administration and employment-life cycle laws and regulations. Ability to develop strong relationships with stakeholders by displaying integrity in service. Service focused attitude, high level of professionalism, discretion and judgement. Ability to problem solve with clear verbal and written communication skills. Ability to explain processes, procedures, and concepts in a simplified and accessible manner. Confident demeanor to advocate for changes, actions and development. Demonstrated experience in computer and software applications. Demonstrated effective organizational skills.

Preferred Knowledge and Skills

Experience developing and presenting training to individuals or groups. Professional certification (PHR/SPHR or SHRMCP/SHRMSCP).

Functional Requirements

Remaining in a stationary position at a desk or workstation for extended periods of time for many assigned duties. Occasional physical access to other workstations, other departments, and meeting rooms as required for staff oversight and meetings. The use of computers and computer systems (hardware and software) to retrieve information and to create documents and presentations. Effective problem solving skills and the ability to maintain a professional, composed demeanor while meeting deadlines and achieving critical outcomes, even under demanding conditions such as multiple priorities, busy schedules, and short notice requests. Strong communication and interpersonal skills appropriate for daily interaction with applicants, interviewees, hiring managers, and individuals seeking employment with the University. Strict adherence to confidentiality requirements, including the responsible handling of sensitive applicant, employee, and institutional information. Commitment to fairness and consistency in all HR practices, ensuring equitable treatment of applicants, employees, and stakeholders in alignment with University policies and employment laws.

Regular Work Hours/Travel Requirements

Standard work hours are Monday through Friday, 8:00 a.m. to 4:30 p.m. Occasional irregular hours may be required, including occasional 2nd and 3rd shift.

About USI

The University of Southern Indiana is a public higher education institution located on a beautiful1,400-acre campus in Evansville, IN. We offer employees exceptional benefits! Benefits for thisposition include:

• Affordable medical, dental, vision, life and short term and long-term disability insurance plans.
• Retirement plan where the University makes the total contribution equivalent to 11% of annual salary.
• Full tuition fee waiver for employees, spouses, and dependent children.
• Vacation and sick time
• Holiday pay
• Free access to Recreation, Fitness & Wellness Center.
• Access to on-campus University Health Center and Dental Hygiene Clinic.

For more information about the benefits that USI offers, please visit www.usi.edu/hr/benefits.

Search Committee Chair:

If you have questions about the open position, please contact Morganne Adams, search committee chair, at [e-mail].

Best Consideration Date:

For best consideration, please submit materials by September 18, 2026.

Pre-Employment Screening:

A background check will be required for employment in this position.

Authorization to Work in the United States:

USI typically will not sponsor an employment-related visa for this position.

Interview Accommodations:

Persons with disabilities requiring accommodations in the application and interview process please contact the Associate Director of Human Resources, Constance Hermann, at [e-mail] or [phone]. Contacting the Associate Director of Human Resources is intended for use in seeking disability-related accommodations only. For general applicant inquiries, contact Human Resources at [e-mail] or [phone].

EEO Statement:

USI is an Equal Opportunity Employer as to all protected groups, including protected veterans and individuals with disabilities