Sr. Human Resources Business Partner

Department
 

F&A HR - Talent Management

About the Department
 

UChicago Talent Management 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, we collaborate with divisions and units to attract, develop, reward, and engage diverse talent to meet their specific goals and those of the University overall. As part of the Central Human Resources Team, we 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
 

Reporting to Central Human Resources (HR), the Senior Human Resources Business Partner serves as the generalist and strategic consultant to one or multiple units across the University. Working closely with both the unit(s) and Central HR allows this role to maximize the HR expertise available to the University while maintaining specialized knowledge of individual unit needs. The Sr. HR Business Partner works with unit leadership on organizational strategy, performance management, compensation and other duties as needed. The Sr. HR Business Partner also utilizes various University systems and partners with HR Systems team to complete all necessary transactions. This role will support various units/departments based on departmental needs.

Responsibilities

• Collaborates with unit leadership and HR-Centers of Expertise (COEs) on organizational strategy and emerging staff needs.
• Partners with leadership on organizational design, succession planning, change management, improvements, and transition activities.
• Assists units in assessing career growth and talent needs of the unit and determining where promotional opportunities exist.
• Strategizes and shares methods for leaders to establish and sustain a positive work environment that enables employees to learn, grow and succeed.
• Serves as an advocate for HR policies, procedures and practices as well as communicate policy updates.
• Leads complaint investigations, working in concert with Employee and Labor Relations (ELR) COE.
• Conducts complaint investigations, acts as a neutral party in fact-finding and ensures confidentiality, accuracy and timeliness to employees involved. Escalates to ELR if inquiries involve Title IX, employment law or if questions arise regarding the Business Partner’s ability to serve as a neutral investigator.
• Hears step one of grievances for union employees and works with ELR on subsequent steps.
• Advises on severance agreements/negotiations, conducts exit interviews for voluntary resignations, involves ELR to assist with risk mitigation or other concerns and ensure employee is terminated in appropriate timeframe.
• Coordinates with ELR to facilitate conversations between managers and employees regarding accommodation requests.
• Counsels managers on best practices and processes related to coaching employees and progressive discipline.
• Assists in initiating talent acquisition process.  Collaborates with unit to draft job description and evaluation criteria, review/update job postings to ensure alignment of objectives and budget.
• Completes pre-hire steps necessary to onboard a new employee.  Works with hiring manager to determine system access and hardware needs for new/transfer employees and ensure transactions are completed accurately within the expected timeframe.
• Facilitates University staff orientation sessions approximately 1-2 times per month.
• Ensures proper procedures are followed when an employee is exiting, by conducting exit interviews, providing feedback to unit management, ensures compliance for hardware retention.
• Facilitates annual process and provides guidance to unit leadership in partnership with HR COEs.
• Assists units as they complete alignment reviews and make recommendations surrounding merit, equity adjustments and lump sum awards.
• Reviews and assesses job profiles of staff as needed to ensure reflective of current roles and responsibilities as this is the basis for all pay decisions.
• Ensures accuracy of records and processes in accordance with University policies and practices.
• Initiates personnel actions in University systems (e.g., personnel changes, requests, job changes) and approves personnel actions.
• Supports or facilities succession planning and performance conversations including developing annual processes, associated materials, and facilitation plans.
• Counsels employees on request for leave; manages communications between leave administration/unit/employee.
• Counsels employees on benefits and compensation. Coordinates with managers and senior colleagues to determine employee compensation. Analyzes data and prepares charts, graphs, and trend lines for management review with a minimal level of guidance.
• Has a deep understanding of unit's employee/labor relations efforts, including handling grievances, disciplinary warnings, and employee complaints.
• 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 5-7 years of work experience in a related job discipline.

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Certifications:

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Preferred Qualifications

Education:

• Bachelor’s degree from an accredited institution; specialization in human resources or business administration.
• Master’s degree.

Experience:

• Minimum of five years of HR experience.
• Experience facilitating.
• Familiarity with higher education environment and administrative systems knowledge strongly preferred.

Certifications:

• PHR or SPHR.

Technical Skills or Knowledge:

• Expertise with Microsoft Office Suite and proficient PC skills.

Preferred Competencies

• Proven ability in recruiting/staffing, employee relations, conflict resolution and management practices.
• Develop and maintain strong business relationships with all levels of the organization.
• Superior oral and written communication skills with varying levels of personnel.
• Excellent decision-making, time management, priority-setting, and learning agility capabilities.
• Demonstrated ability to manage and maintain sensitive or confidential information.
• Work in a team environment and independently.

Application Documents

• Resume/CV (required)
• Cover Letter (preferred)
• References Contact Information (3)(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
 

Individual Contributor

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.