Human Resources Business Partner

16-Feb-2024

Human Resources - Employee Relations

86711BR

University Job Title

Human Resources Business Partner

Bargaining Unit

None - Not included in the union (Yale Union Group)

Compensation Grade

Administration & Operations

Compensation Grade Profile

Manager; Program Leader (25)

Wage Ranges

Click here to see our Wage Ranges

Searchable Job Family

Human Resources

Total # of hours to be worked:

37.5

Work Week

Standard (M-F equal number of hours per day)

Work Location

Central Campus

Worksite Address

221 Whitney Avenue
New Haven, CT 06511

Position Focus:

The HR Business Partner (HRBP) will serve as a strategic counselor, consulting and advising senior leaders along with their managers and staff in designated divisions and departments within Yale University. The HRPB will focus on delivering value-added guidance and partnership to management and employees in alignment with Yale’s business objectives and core values. As a thought partner, the HRPB participates in regular client management strategy and project planning sessions. Applying broad knowledge of HR policies and practices, the HRBP works on large-scale client-specific projects and participates in projects within the Human Resources department as needed. This role continually assesses client needs and develops/introduces HR solutions or initiatives that support business objectives to help move the organization forward, demonstrating thorough understanding of the department/division/school/campus culture, priorities and tactical realities while balancing the requests of the client with university policy and guidelines. The HR Business Partner carries out responsibilities in the following key functional areas: performance management and employee relations, policy interpretation and implementation, diversity and inclusion, talent acquisition/recruitment, data analytics, training and development and onboarding.

Essential Duties

1. Consult, advise, and collaborate with assigned client areas on a range of strategic and tactical human resources (HR) matters including employee relations, compliance, compensation, performance management, labor relations, organizational and talent development, staffing, and benefits. Works with specialized areas within HR to create solutions. 2. With a strong understanding of the designated areas, assess client needs and recommends HR solutions and initiatives to support strategic business objectives across all levels of the organization. Educates clients on relevant policies, procedures, and practices relative to an issue(s) as well as the legal aspects and labor relations implications of various decision options. 3. Serve as the primary HR contact for assigned departments, partnering with stakeholders to: Proactively identify HR needs and implement immediate solutions and/or longer-term initiatives. Provide counsel on employee relations matters and manage/lead investigatory meetings, etc. Receive complaints and resolve through informal methods or conducting investigations into possible policy violations and drafting investigation summaries and recommend next steps. Facilitate conversations between employees and management and/or union. Partner with management and labor relations on labor strategy and relationships.  Promote and ensure compliance with federal and state employment laws and regulations and University policies and procedures. Gather information and partner with General Counsel to formulate responses to CHRO, EEOC and FLSA complaints. Assess training needs and developing and delivering training to the community on relevant HR and policy matters. Work with Talent Acquisition and Compensation colleagues as needed to support recruitment and compensation requirements. Partner with managers and unit leaders to implement HR programs such as Individual Development Planning, Talent Management and Performance Management. Lead Talent Planning, Succession Planning, and other talent programs to support strategic goals of the assigned department. Analyze data including exit interviews, turnover data, workplace surveys and other tools to identify areas of potential improvement and impact for the department’s work and culture. Conduct exit interviews may participate in recruiting interviews and other departmental committees related to DEIB, culture or training. 4. Recommends workforce plans and provides solutions. Provides strategic support for change by advising, influencing, and leading organizational design efforts. Reviews current and proposed organizational structure with the client to gain a clear understanding of the reasons for the planned change. 5. Ability to tactfully balance clients’ requests and provide solutions in line with university policy, guidelines, and union contract. 6. Coach and train other HR Business Partners. 7. Serves as Lead on HR related projects and initiatives. 8. Other duties as assigned.

Required Education and Experience

Bachelor’s Degree and five years of professional human resources experience or an equivalent education or experience in a closely related field.

Required Skill/Ability 1:

Proven ability utilizing interpersonal business skills and an ability to work effectively within a diverse organization. Demonstrated success in detailed work requiring accuracy, high level of productivity, organization and a sense of urgency. Well-developed organizational and interpersonal business skills. Excellent oral and written communication skills.

Required Skill/Ability 2:

Proven ability building robust and lasting relationships with senior human resources and business leaders.

Required Skill/Ability 3:

Superior customer service orientation. Ability to respond in a constructive and timely manner, in a fast-paced environment.

Required Skill/Ability 4:

Solid understanding and demonstrable knowledge of employment laws, employee relations, compensation practices, organizational diagnosis and design, workforce planning, and sourcing. Excellent oral and written communication, influencing and conflict resolution skills. Ability to initiate actions and solve problems using sound judgment.

Required Skill/Ability 5:

Proficiency with Microsoft Word/Excel, databases, and other/HRIS systems. Excellent critical and strategic thinking abilities. Ability to collaborate with leaders to drive change in the culture and management practices.

Background Check Requirements

All candidates for employment will be subject to pre-employment background screening for this position, which may include motor vehicle, DOT certification, drug testing and credit checks based on the position description and job requirements. All offers are contingent upon the successful completion of the background check. For additional information on the background check requirements and process visit "Learn about background checks" under the Applicant Support Resources section of Careers on the It's Your Yale website.

COVID-19 Vaccine Requirement

The University maintains policies pertaining to COVID-19. All faculty, staff, students, and trainees are required to comply with these policies, which may be found here:
https://covid19.yale.edu/health-guidelines

Posting Disclaimer

The intent of this job description is to provide a representative summary of the essential functions that will be required of the position and should not be construed as a declaration of specific duties and responsibilities of the particular position. Employees will be assigned specific job-related duties through their hiring departments.

EEO Statement:

University policy is committed to affirmative action under law in employment of women, minority group members, individuals with disabilities, and protected veterans. Additionally, in accordance with Yale’s Policy Against Discrimination and Harassment, and as delineated by federal and Connecticut law, Yale does not discriminate in admissions, educational programs, or employment against any individual on account of that individual’s sex, sexual orientation, gender identity or expression, race, color, national or ethnic origin, religion, age, disability, status as a special disabled veteran, veteran of the Vietnam era or other covered veteran.

Inquiries concerning Yale’s Policy Against Discrimination and Harassment may be referred to the Office of Institutional Equity and Accessibility (OIEA).

Note

Yale University is a tobacco-free campus