Business Partner

Location
Ohio, United States
Salary
Salary Not Specified
Posted
Aug 10, 2020
Employment Type
Full Time



Requisition ID:
req2992

Job Title: Business Partner

Department: Labor & Employee Relations

Location: Columbus Campus

Employment Type: Staff

Employment Status: Board Approved

Bargaining Unit: Non-Bargaining Unit

FLSA Status: Exempt

Compensation: Annual

Compensation: Commensurate with experience

Schedule: M-F, 8am-5pm; additional hours as necessary

The Opportunity

Are you a seasoned HR professional that is adventurous, innovative, and able to move at the speed of light? If so, this might be the role for you! The HR Business Partner will be a strategic partner who acts as an advisor to the Colleges leaders on all HR-related matters, while being an employee advocate to enable business success.

The College

Community colleges are uniquely positioned to respond to workforce needs and make higher education an affordable reality. There has never been a better time to join a two-year college, and there’s no better place to do it than at Columbus State. A laser focus on student success and a partnership mindset have established Columbus State as a key talent provider in a thriving regional economy, and a premier community college that is changing the nation’s education and workforce landscapes. With more than 46,000 students across two campuses, at several regional learning centers, and online, Columbus State is the nation’s only institution recognized as an Achieving the Dream (ATD) college, an AACC Guided Pathways institution, and a participant in The Right Signals Initiative through the Lumina Foundation. Columbus State employees at all levels benefit from an engaging, collaborative, and supportive culture that rewards innovation and vision. We provide competitive compensation, comprehensive benefits, and professional development opportunities. We are dedicated to ensuring that the diversity of Columbus State faculty and staff reflects that of our students and region. We are proud to be a central part of a community that embraces differences and celebrates the many cultures, beliefs, and lifestyles that define Central Ohio.




The City

Columbus, Ohio is also home to The Ohio State University and more than 30 other colleges and universities as well as the headquarters of multiple Fortune 500 companies. Columbus is one of America’s fastest-growing cities, offering a wealth of cultural experiences, dining, entertainment, shopping opportunities, and more. That’s why Central Ohio residents find living here so fulfilling, both professionally and personally.



Position Summary

The HR Business Partner (HRBP) works closely with department leaders to develop and implement comprehensive people strategies that enable the College to attract, develop, engage, and retain top talent. The HRBP is client-centric and thoroughly understands both the client's strategic objectives and day-to-day operations, and builds trusting relationships with faculty, administration, and staff. The HRBP builds strong partnerships and collaborates to ensure delivery of high quality, value-added services that align with College's goals. The position serves as consultant to leadership on strategic decision-making, including organizational effectiveness, talent and performance management, leadership development and change management. The HRBP is accountable for all associated HR laws, policy, contracts, and regulatory compliance within scope of the position.

Core Competencies Required

Professionalism, Business Acumen, Managing Work, Guiding Interactions, Continuous Improvement, Coaching, Customer/Student/Employee Focus, Building Partnerships, Collaboration, Facilitating Change

ESSENTIAL JOB FUNCTIONS

CLIENT SERVICES

Acts as the primary point of contact for employees and managers in assigned divisional units. Participates in the establishment of Human Resources programs to ensure proactive services delivery that meets the needs of the campus community in concert with the overall mission, vision and values of the College. Ensures coordinated activities including, but not limited to employment processes, compensation, employee relations, employee development, equal opportunity, Title IX, employee leaves and accommodations.

Develops strong partnerships with management and assigned divisional units, providing consultation, coaching, and leadership guidance in an effort to positively influence organizational performance. Advises managers in creating high performance work systems by aligning talent, structure and technology in order to drive employee engagement, continuous improvement, increased efficiency and productivity in support of the overall College strategy. Conducts regular meetings with client leadership to provide status updates, performance management guidance, policy and contract interpretation and guidance, opportunities to partner and develop services for other needs.

INVESTIGATIONS, INQUIRIES & PROBLEM RESOLUTION

Consults with management regarding complex and/or highly sensitive employee relations matters in the use of performance management and corrective action plans. Proactively assists employees and leadership in resolving work-related conflicts through facilitation, conflict resolution, and guidance consistent with the College’s mission, values, policies and procedures.

Conducts administrative and disciplinary investigations or assists as a second seat investigator; writes investigations reports; participates in disciplinary and grievance hearings; makes recommendations and prepares disciplinary correspondence; and documents disciplinary-related actions. Consults with the Office of Equity & Compliance in employee matters that require legal review.

GUIDANCE

Partners with divisional leadership to identify potential patterns, trends, policy recommendations, and brings concerns forward for consideration, utilizing HR metrics to inform, as applicable. In collaboration with the Office of Professional Development & Retention staff and clients, identifies programs for development and implementation that support identified employee relations and equal opportunity needs within those areas. Partners with senior leadership to ensure completed required training in divisional units.

DOCUMENTATION, RECORDKEEPING & METRICS

Consults with management on issues of position reclassification, promotions, demotions, transfers, and position descriptions. Processes changes to positions and/or personnel. Processes employee resignations and retirements.

Maintains required employment and investigation files and documentation as required by internal practices and governing regulations, including routine auditing of relevant files. Utilizes various HR systems and records to retrieve information on individual employees, histories and situations, going to HRIS staff for higher level or specialized data needs.

OTHER DUTIES & RESPONSIBILITIES

Attends all required department meetings and training. Participates on committees and attends events as deemed appropriate and approved by HR leadership. Analyzes and evaluates impact of proposed legislation and rule changes; assists in the establishment of HR policies, rules and procedures; conducts research, analysis, and studies to address issues and problems related to HR.

Usual Physical Requirements

The physical demands of this position are those typically expected in an office environment. While performing duties of this job, the employee regularly exhibits digital dexterity when entering data into computer. The employee regularly sits, stands or walks for extended periods of time. Employee regularly uses hands to handle and count currency. Employee converses verbally with others in person and by telephone. Vision demands include close, relatively detailed vision when focusing on a computer screen. Employee occasionally lifts up to 10 pounds.

Working Conditions

Typical office working conditions with occasional exposure to security threats.

Knowledge, Skills and Abilities:

Knowledge of: FERPA; currently accepted human resources principles, practices and processes; effective management and supervisory practices; current federal and state laws, statutes, regulations, policies and directives pertaining to human resources; organizational behavior and dynamics; customer service delivery and procedures.

Skill in: excellent verbal and written communication; preparing written reports; project management; concepts and methods of continuous improvement and/or quality management concepts and practices; problem solving and decision making; effective teamwork and interpersonal relations; establishing and maintaining effective working relationships; problem analysis and resolution; computer software programs and applications.

Ability to: serve as an ambassador for college and department of HR, positively influence human resource decision-makers; work effectively with all levels of management and employees; perform multiple tasks in a complex operating environment; work independently demonstrating initiative; coordinate multiple activities and tasks; exhibit flexibility in work schedule and job tasks; collaborate, develop and maintain effective working relationships with associates, supervisors, job contacts and general public; originate correspondence; maintain confidential and sensitive information; work effectively with persons of varying cultures and diversity; develop and implement effective training programs; facilitate groups; anticipate, analyze and resolve problems.

Minimum Qualifications:

An appropriate combination of education, training, coursework and experience may qualify a candidate. Bachelor’s Degree in Human Resources or closely related field with at least three (3) years progressive responsibility in Human Resources;

OR

Ten (10) years progressive responsibility in Human Resources and certification credential through Society for Human Resource Management (e.g. SHRM-CP) or HR Certification Institute (e.g. PHR). State Motor Vehicle Operator's License or demonstrable ability to gain access to work site(s).



Additional Information: Applicants must submit a cover letter detailing their HR experience and why the role is of interest to the applicant. Applicants without a cover letter will not be considered for the role.

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