Job Description

 

Ypsilanti, Michigan, United States
University Human Resources
Human resources
Staff Full Time

Opening on: Nov 2 2023

Closing on: Nov 17 2023

Employee Classification: AP - Administrative Professional

Pay Grade: AP PFHR2

Division: Business and Finance

Department: PHR - 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. Successful HRBP will act as an employee champion and change agent. 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 services 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, and 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 a member of the collective bargaining team.
• Provide guidance and input on division/department restructures, workforce planning, and succession planning.
• Manage and evaluate division/department requests for compensation and classification activities.
• Conduct job evaluation and job analysis activities and track statuses.
• Administer employment, compensation, and classification processes/procedures, providing consultation/coaching to management when necessary, including serving as staff search advisor, reviewing 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 to implement training/organizational development interventions.
• Participate in the evaluation and monitoring of training program success.
• Follow-up to ensure training objectives are met.
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and procedures.
• Develop and communicate HR and University policies and procedures that impact 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 the legal department as needed/required.
• Lead and participate in various departmental and University committees and special projects as required.
• Partner with Diversity and Affirmative Action in investigations related to claims of harassment and discrimination.
• Review Affirmative Action goals with division/department heads and assist with implementing client groups' diversity action plans.
• Labor Relations: Work collaboratively with the university staff unions to maintain a collegial and cooperative labor environment.
  Perform related Departmental duties as required.

 

Minimum Qualifications:

• Bachelor's degree in Human Resource Management, Organizational Development, Business Administration, or a related field is required.
• A minimum of three years of human resources experience providing guidance and consultation to management and staff in the areas of employee/labor relations, compensation, employment, training, organizational development, diversity, affirmative action, and employee benefits is required.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state-respective employment laws, is required.
• Excellent client management, consulting, critical thinking/problem-solving, data analysis, written and interpersonal communication, conflict management, and negotiation skills are required.
• Ability to self-direct and manage multiple client groups with conflicting priorities is required; the ability to take initiative, anticipate client needs, and make recommendations for implementation is required.
• Strong presentation and stand-up facilitation skills are required.
• Personal computing skills, including working knowledge of word processing, spreadsheet, and database management software applications, are required.
• Knowledge of Microsoft Word, Excel, Access, PowerPoint, Prezi, and Crystal Reports is preferred.
• Previous experience using computer-based Human Resource Information Systems to access information and process transactions is required.

 

Preferred Qualifications:

• Master's degree and/or professional human resources certification are preferred.
• Experience working in Higher Education preferred.
• Experience with competency-based performance management and interviewing is preferred.
• Previous experience in unionized, higher education, or public-sector environments is preferred.
• Experience with Banner and PageUp systems is preferred.

Appointment Percentage:
100%

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