## Job Summary/Basic Function
The Human Resources Business Partner (HRBP) facilitates Human Resources to be more engaged with the Wright State campus community. The HRBP works closely with senior leadership to provide a proactive and strategic HR related approach in meeting division’s business needs as well as enterprise wide strategic initiatives. In addition, the position provides human resource consultation to administrators, supervisors, faculty and staff. Consultation and content areas include, but are not limited to, employee relations, organizational development, succession planning, professional development, performance management, reorganization, strategic workforce planning, and talent acquisition and engagement.
## Minimum Qualifications
* Bachelor’s degree in HR, business or related field and 8 years of HR experience
* Knowledgeable of strategic HR in context of policy, process, organizational culture, federal and state laws/regulations, collective bargaining agreements, and practical realities
* Ability to communicate effectively with external and internal contacts, including presentation and facilitation skills
* Exercises good judgment, diplomacy, and perceptual objectivity to effectively and appropriately make decisions. Aptitude to define problems, identify trends, collect data, and establish facts to draw valid conclusions
* Demonstrated ability to build and develop relationships, to gain the respect of your customers to effectively manage the client relationships
* Experience working both independently and collaboratively with employees at various levels of the organization to identify and implement HR solutions
* Extensive experience coaching all levels of management in the areas of conflict management, employee development and employee relations issues
* A demonstrable history of accomplishments applying business consulting and negotiation skills and techniques to address complex business issues
## Preferred Qualifications
* Master’s degree
* Certifications: PHR, SPHR, GPHR, or SWP
## Essential Functions and percent of time
20% STRATEGIC WORKFORCE PLANNING
* Serves as primary HR contact for college/division leaders to support their goals and strategic initiatives.
* Facilitates actions and communications between and among college/divisions and HR Centers of Excellence (COE) to embody our vision of preeminent service.
* Provides confidential and strategic consultation, i.e.:
* Compensation benchmarking
* Coaching/mentoring
* Development of strategic workforce planning
* Transitioning employees
* Performance management
* Exit Interviews
* Proactively engages in:
* Reorganizations
* Change management efforts
* Division goals and initiatives
* Problem resolution
* Participates/Facilitates/Leads ad hoc committees that impact university policy/procedure changes.
30% EMPLOYEE RELATIONS
* Provides confidential and strategic consultation to leaders and employees. Creates sustained solutions to individual employee challenges. Provides immediate fixes to acute emergencies.
* Collaborates with division leaders to develop and implement effective employee relations and talent management practices
* Coaches supervisors and employees for improved performance and productivity through assessment, action plans i.e. IDPs, PIPs and various interventions
* Assists with problem/conflict resolution before they escalate to formal grievance or corrective action
* Advises all employees regarding employee relations policies, procedures and documentation
* Serves as grievance hearing officer and develops written responses
* Integrates work life and diversity principles into consultation practices; ensures compliance under ADA, FMLA, FLSA and other applicable federal, state and local laws and WSU human resource policies.
20% ORGANIZATIONAL AND PROFESSIONAL DEVELOPMENT
* Coordinates learning and change management interventions to meet organizational, customer, and university goals.
* Designs systems that facilitate building trust, support employee empowerment and engagement, and creating effective teams
* Conducts needs assessments
* Develops and delivers training in partnership with COE or at request of COE
* Analyzes trends and assists in designing and delivering programs, policies, training and tools that align with university strategic values, competencies, and objectives
* Supports employee growth, i.e. coaching, mentoring, advising
* Supports office projects as needed.
15% TALENT ACQUISITION AND ENGAGEMENT
* Provides consultation for all phases of the recruiting process with hiring managers and search committees, i.e. planning of staffing projections, succession planning, applicant pool development, job posting and advertising, screening and selection
* Advises hiring managers on classification and compensation targets
* Incorporates utilization data into recruiting/selection discussions with search committees
* Collaborates with HR Compensation on compensation offerings
* Engage with hiring manager regarding onboarding plans.
10% UNIVERSITY WIDE PROGRAMS
* Stays current with university administration goals and objectives in order to align effective human resource strategies.
* Serves as project person/leads initiatives related to HR strategy implementation as assigned.
5% Other related duties:
* Meets with employees upon request.
* Participates in a variety of meetings, with emphasis on going to the customer
* Engage with HR COEs to stay abreast of HR policies and procedures, laws and regulations.
* Compile and report to HR any measures and/or metrics as requested.
*Faculty Rank or Job Title:* Human Resources Business Partner
*Job Category:* Administrative (exempt/non-exempt)
*Department:* Human Resources
*Equity & Inclusion No.:* 16P096
*Minimum Annual or Hourly Rate:* $70,000
*Salary Band:* UC S06
*Posting Date:* 03/17/2016
*Open Until Filled:* Yes