Human Resources Business Partner Manager

Department
 

F&A HR - Office of the Vice President and Chief Human Resources Officer

About the Department
 

Reporting to the Assistant Vice President, Human Resources, the Human Resources Business Partner Manager leads the Human Resources Business Partner team within Central Human Resources. The Human Resources Business Partner team is dedicated to building institutional capacity to advance the University's mission in providing excellence in education, research, and innovation. As a strategic partner, they collaborate with divisions and units to attract, develop, retain, and engage talent to meet specific goals and those of the University overall. As part of Central Human Resources, they are a team of professionals working together to provide organizational leadership, guidance, and support to meet the changing needs of our academic and staff communities.

Job Summary
 

The Human Resources Business Partner Manager is responsible for creating and executing strategic HR initiatives across various facets of University-wide and local human resources, establishing and evaluating HR-related processes for staff, and providing day-to-day leadership for direct reports.

Responsibilities

• Human Resources Business Partner Group – provides strategic direction and day-to-day leadership on matters for the University's central HRBP group. This group provides direct HR support to the offices of the President and Provost and various units on campus and supports local Human Resources Partners (HRPs) across campus by creating and sharing best practices, resources, and guidance on HR matters.
• Leads centralized HR Business Partner group and local HR team members in setting priorities applicable to their respective roles, conducts performance reviews, conducts regular 1:1 meetings, identifies developmental opportunities, and coaches and trains as needed.
• Drives planning, stakeholder engagement, communication, alignment, risk evaluation, and execution on projects related to the staff employee life cycle, including recruitment, onboarding, and offboarding.
• As a member of the Central HR leadership team, partners with fellow Central HR leaders to discuss Talent Management initiatives to identify impact to other verticals and to ensure seamless implementation across multiple campus stakeholders.
• Works directly with unit leadership to establish parameters of Central HR/local HR partnership, set priorities, and to evaluate progress and outcomes to ensure the program is meeting the needs of the unit and staff.
• Works closely with the senior leaders across campus to provide thought leadership and expertise in change management, talent assessment and calibration, promotions, performance issues, employee relations, retention planning, and organization design.
• Partners closely with the AVP of HR and CHRO on a wide range of talent initiatives, particularly those with cross-functional or enterprise level impact.
• Works directly with unit partners to establish parameters of HR partnership, set priorities, and evaluate progress and outcomes to ensure the program is meeting the needs of the unit and staff.
• Provides consultation to unit leaders on complex employee relations needs, as appropriate.
• Leads and manages key external vendor relationships as necessary.
• Partners with Office of Equal Opportunity on initiatives related to compliance.
• Manages managers and professional staff. Establishes performance goals, allocates resources and assesses policies for direct subordinates. Monitors human resources responsibilities, performance management, and the supervision of staff members in a unit.
• Advises unit management and professional staff on the strategy of the unit and on federal, state and local employment laws and regulations.
• Ensures and may help develop short- and long-term human resources plans and operational policies for a unit. Develops and administers the HR budget for the unit and manages expenses.
• May represent the unit in grievances, complaints, or legal issues, and works with the appropriate University offices to coordinate resolutions.
• Performs other related work as needed.

Minimum Qualifications
 

Education:

Minimum requirements include a college or university degree in related field.

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Work Experience:

Minimum requirements include knowledge and skills developed through 7+ years of work experience in a related job discipline.

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Certifications:

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Preferred Qualifications

Education:

• Bachelor’s degree in related field.

Experience:

• Broad experience in multiple HR functions.
• Previous success managing multiple teams.

Certifications:

• PHR / SPHR / SHRM-CP / SHRM-SCP.

Technical Skills or Knowledge:

• Demonstrates proficiency with Microsoft Office (Word, Excel, PowerPoint, etc.), Outlook, Workday HRIS.
• Demonstrates experience working with human resources information systems (HRIS) and applicant tracking systems.
• Meeting and messaging software and applications such as Zoom, Microsoft Teams, etc.
• Working knowledge of relevant federal, state, and municipal employment laws and regulations (including those related to EEO/AA; FLSA; FMLA; ADA; and OSHA).
• Strong project management skills including the ability to manage complex processes across multiple teams and projects.

Preferred Competencies

• Translate strategy into actionable goals and tactics.
• A demonstrated track record of successful cross-functional leadership, collaboration, and relationship building.
• Engage with, and influence, various levels within the organization across multiple stakeholder populations.
• Demonstrated experience building, growing, and developing a team, including evaluating and implementing department structure design and resourcing.
• Demonstrates critical thinking and analytical skills.
• Outstanding oral and written communication skills.
• Strong organizational skills and attention to detail and accuracy.
• Demonstrates ability to handle sensitive information, exercise discretion, and maintain confidentiality.

Working Conditions

• This position may be eligible for a hybrid work schedule.

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Application Documents

• Resume/CV (required)
• Cover Letter (preferred)

When applying, the document(s) MUST  be uploaded via the My Experience page, in the section titled Application Documents of the application.

Job Family
 

University Human Resources

Role Impact
 

People Manager

FLSA Status
 

Exempt

Pay Frequency
 

Monthly

Scheduled Weekly Hours
 

37.5

Benefits Eligible
 

Yes

Requires Compliance with University Covid-19 Vaccination Requirement
 

Yes

Drug Test Required
 

No

Health Screen Required
 

No

Motor Vehicle Record Inquiry Required
 

No

Posting Statement
 

Employees must comply with the University’s COVID-19 vaccination requirements. More information about the requirements can be found on the University of Chicago Vaccination GoForward .
The University of Chicago is an Affirmative Action/ Equal Opportunity/Disabled/Veterans Employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a disability, protected veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.

 

Staff Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via Applicant Inquiry Form.

 

We seek a diverse pool of applicants who wish to join an academic community that places the highest value on rigorous inquiry and encourages a diversity of perspectives, experiences, groups of individuals, and ideas to inform and stimulate intellectual challenge, engagement, and exchange.

 

All offers of employment are contingent upon a background check that includes a review of conviction history.  A conviction does not automatically preclude University employment.  Rather, the University considers conviction information on a case-by-case basis and assesses the nature of the offense, the circumstances surrounding it, the proximity in time of the conviction, and its relevance to the position.

 

The University of Chicago's Annual Security & Fire Safety Report (Report) provides information about University offices and programs that provide safety support, crime and fire statistics, emergency response and communications plans, and other policies and information. The Report can be accessed online at: http://securityreport.uchicago.edu . Paper copies of the Report are available, upon request, from the University of Chicago Police Department, 850 E. 61st Street, Chicago, IL 60637.