HR Business Partner

HR Business Partner

About the Opportunity

Summary:

The HR Business Partner serves an HR lead in the Office of the Chancellor providing full-cycle human resources support and serves as the initial point of contact for all HR related matters. This position guides and coaches managers in effective HR and management strategies and practices that align with business objectives. The HR BP formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the unit and organization. The HR BP is a key member of the HR team in support of delivering a high-quality experience for all divisional employees promoting a diverse and inclusive workforce, providing great internal customer support and driving HR functional excellence. This position carries out responsibilities in the following functional areas: talent acquisition/recruitment, employment processing, training and development, onboarding, policy implementation, performance management and employee relations.

Responsibilities:

• Coaches managers through employee relations concerns and oversees the performance development framework within unit. Responsibilities include: Partnering with leadership, coaching managers on addressing performance concerns. Administers and monitors the performance evaluations and refines as necessary to meet unit needs. Communicates with managers on behalf of the VP/dean on training and tools, expectations and timelines to ensure effective performance and development evaluations and conversations o Collecting reviews; obtaining necessary signatures | Works collaboratively with managers and divisional and central Human Resources staff to support resolution of employee relations issues, including coaching on performance-related matters and associated processes | Encourage and promote training opportunities
  
• Partners with divisional and central HR to identify, develop, manage and deliver training and development programs and initiatives | Acts as internal consultant to all levels of administrative and support staff in order to resolve complex/critical employee development issues and effectively communicate employee development as a priority. | Develops and delivers trainings and presentations to the unit and division on topics such as recruitment, onboarding, performance management, etc… | Research and evaluate training and development tools and delivery methods | Recommend creative and strategic methods to support learning initiatives | Plan, coordinate, and manage logistics for training sessions | Build a strategy for staff and career development initiatives
  
• Participates and contributes as an active member of the divisional HR team; leverages strong relationships with team; sharing best practices and aligning vision. | Delegate personnel transactions to HR Coordinators and ensure accuracy | Communicates with unit managers and/or employees regarding policies and procedures, monitors and provides feedback. | Conduct exit interviews & keep record of exit interviews for unit. | Develops human resources solutions by collecting, summarizing and analyzing information and trends; recommends solutions. | Audits and updates human resource information system records and compiles reports from the database. | Completes special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; fulfilling transactions. | Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. | Oversees personnel record keeping related to new hires, employee appraisals, promotions, transfers, separations and exit interviews; as well as revisions associated with job descriptions.
  
• Oversees recruitment efforts for all staff positions. Partners with managers on recruitment efforts for all staff (exempt/nonexempt personnel), and temporary employees. Assists with drafting job descriptions, placing postings and recruitment plans and monitors career-pathing opportunities. Partner with University Talent Acquisition team when appropriate. Serve as a liaison, partnering with the hiring manager and the recruiting team to coordinate, conduct, and advise unit on recruitment and hiring practices and procedures, at each stage of the recruitment lifecycle | Visa application coordination, monitoring expiration | Ensuring MEPA and other equity considerations Onboarding Serve as the primary onboarding contact for new employees and managers to enhance the initial orientation of new faculty and staff. Assist and support achieving university and divisional-wide onboarding goals. This includes: | Pre-boarding communication to managers, including onboarding checklists and probationary information | Onboarding communications to new hires, including a 30-day check-in with new hires and a 70-day check-in with managers | Oversight of onboarding of new hires & transfers | Onboarding initiatives in the division and unit (including presentations to managers)
  
• People, Culture and Experience/Engagement: Identify and address issues and solutions related to employee engagement. Collaborate with the divisional HR team and leaders and other cross-functional partners to identify and address unique unit and team needs while balancing the overall requirement of the divisional employee engagement strategy. Partner with the communications team to build a communication plan and provide content for various communication vehicles for the division. Conduct surveys and focus groups to gather data for the divisional HR team to create a comprehensive and sustainable employee engagement strategy. Leverage events to create and sustain dialogue around engagement. Provide consulting, advising, and strategic planning services to create an open, diverse and inclusive work environment that supports high performing teams in a meaningfully engaged and fast-paced culture. Support the development and cultivation of a culture of accountability, inclusivity and development, and foster an environment of open and proactive communication. | Ensures the recruitment and development of a diverse staff and an inclusive workplace | Establish and monitor systems of performance management, ongoing professional development, and staff engagement, leadership development and succession planning
  

Qualifications:

• Bachelor's degree required, advanced degree preferred or significant direct experience
  
• Minimum of 7 years of human resources experience, including staff development and employee relations experience.
  
• High level of discretion, confidentiality and professionalism required
  
• Must be able to work as part of a team; analyze and develop solutions to complex issues
  
• Ability to develop productive and respectful interpersonal relationships
  
• Excellent verbal and written communication skills as well as presentation skills; must be highly organized and detail oriented, committed to excellence in customer service, and have the ability to handle multiple priorities. Proficiency with Microsoft Office programs, higher Education experience a plus.
  
• Strong oral/written communications and analytical skills
  
• Must be decisive and results oriented
  
• Creative thinking skills and solutions-oriented
  

Documents to Submit:

Resume and Cover Letter

Position Type

Human Resources

Additional Information

Northeastern University is an equal opportunity employer, seeking to recruit and support a broadly diverse community of faculty and staff. Northeastern values and celebrates diversity in all its forms and strives to foster an inclusive culture built on respect that affirms inter-group relations and builds cohesion.

All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, religion, color, national origin, age, sex, sexual orientation, disability status, or any other characteristic protected by applicable law.

To learn more about Northeastern University's commitment and support of diversity and inclusion, please see www.northeastern.edu/diversity.


To apply, visit https://northeastern.wd1.myworkdayjobs.com/en-US/careers/job/Boston-MA-Main-Campus/HR-Business-Partner_R103371 jeid-28275778695b464d88fd51402c2450da