HR Business Partner

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Job Description:
HR Business Partner

Scope of Position:

The HR Consultant is responsible for supporting the efficient delivery of HR services to designated managers, staff, and faculty, for providing guidance on HR policies and processes, monitoring and reporting progress on key metrics. Supports the human resources team by providing human resources analysis and support services to maximize the effectiveness of HR processes that promote the organization’s strategic objectives. Serves as a role model for staff, management and faculty across the department and business, consistently representing the standards of service excellence.


Position Summary:

This position will support programs that identify and fulfill talent needs, talent integration and employee development to meet the overall HR strategy for the organization. Through partnerships, this position will help support the human resources team and management on issues involving, but not limited to data reporting, staff engagement, performance management, on-boarding, new hire orientation, talent acquisition, salary quotes, and Workday and change management. Serves as an employee champion and communicates proactively to support HR practices and the overall delivery of HR Services.
Skills:

• Proficiency in Workday (HRIS payroll platform) for
  
  transactional tasks and supporting HR consultants.

• Familiarity with ServiceNow for managing service center
  
  tickets.

• Data management and report generation capabilities.

Responsibilities:

• Support HR consultants with customer-based groups.
• Participate in training sessions on Workday topics.
• Manage compliance projects and certification pay tracking.
• Respond to and manage service center tickets for specific focus groups.

Duties and Responsibilities:

• Deliver seamless human resource customer support by leveraging HR programs, policies, processes and systems.
• Communicates and partners with the HR Service Center on all human resources transactional requests for faculty, staff and students; regularly reviews reports and data for compliance with payroll and other internal controls.
• Support HR Team and assigned areas with Workday business processes, reports, approvals, and entry as appropriate and requested.
• Ongoing analysis of the business by monitoring and interpreting trends and metrics around employee engagement, attrition, and turnover. Partner with the HR Team to establish recommendations for improvements or enhancements based on analysis.
• Maintain a high level of business literacy across all mission areas through building strong relationships with management, staff and faculty, and serving as a resource.
• Support the human resources team in reviewing and responding to salary related items; including salary quotes; market and equity adjustments, annual merit process.
• Maintain awareness of Employee Relations issues, responsible for reporting and escalating to the Sr. HR Consultant.
• Assist the human resources team with all HR lifecycle processes to include; talent assessment, manager and staff development, performance management and on-boarding and employee engagement and retention.
• Analyzes HR trends from various sources such as exit interviews, staff and faculty engagement surveys, staff feedback from rounding, recruitment reports and HRIS monthly reporting.
• Identifies educational needs of management and staff, partners with HR Consultant and Talent Management team to recommend formal trainings. Monitors success of training and follows up to ensure training objectives are met.
• Support the compliance and accreditation efforts that impact areas of operation and responsible for communication of HR policy.
• Provide tactical support for organizational restructuring, workforce planning and other strategic initiatives.
• In consultation with OHR and benefits, provide on-boarding and education to new staff in regard to wellness initiatives and benefits.
• Provide HR policy guidance and interpretation; communicate changes in HR policy, practice, or process. Stays involved in human resources meetings to keep the team apprised of upcoming changes.
• Assure alignment and consistency of communication for projects and initiatives across different organizational levels.
• May participate in on-going projects which may include data collection and interpretation, maintain an internal database of historical HR information to determine trends and areas of opportunities.

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