The Human Resources Business Partner (HRBP) facilitates Human Resources to be more engaged with the Wright State campus community. The HRBP works closely with senior leadership to provide a proactive and strategic HR related approach in meeting division's business needs as well as enterprise wide strategic initiatives. In addition, the position provides human resource consultation to administrators, supervisors, faculty and staff. Consultation and content areas include, but are not limited to, employee relations, organizational development, succession planning, professional development, performance management, reorganization, strategic workforce planning, and talent acquisition and engagement.
Bachelor's degree in HR, business or related field and 8 years of HR experience.
Knowledgeable of strategic HR in context of policy, process, organizational culture, federal and state laws/regulations, collective bargaining agreements, and practical realities.
Ability to communicate effectively with external and internal contacts, including presentation and facilitation skills.
Exercises good judgment, diplomacy, and perceptual objectivity to effectively and appropriately make decisions. Aptitude to define problems, identify trends, collect data, and establish facts to draw valid conclusions.
Demonstrated ability to build and develop relationships, to gain the respect of your customers to effectively manage the client relationships.
Experience working both independently and collaboratively with employees at various levels of the organization to identify and implement HR solutions.
Extensive experience coaching all levels of management in the areas of conflict management, employee development and employee relations issues.
A demonstrable history of accomplishments applying business consulting and negotiation skills and techniques to address complex business issues.
Certifications: PHR, SPHR, GPHR, or SWP.
Essential Functions and percent of time::
20% STRATEGICWORKFORCEPLANNING - Serves as primary HR contact for college/division leaders to support their goals and strategic initiatives. - Facilitates actions and communications between and among college/divisions and HR Centers of Excellence (COE) to embody our vision of preeminent service. - Provides confidential and strategic consultation, i.e.:
Development of strategic workforce planning
Exit Interviews - Proactively engages in:
Change management efforts
Division goals and initiatives
Problem resolution - Participates/Facilitates/Leads ad hoc committees that impact university policy/procedure changes.
30% EMPLOYEERELATIONS - Provides confidential and strategic consultation to leaders and employees. Creates sustained solutions to individual employee challenges. Provides immediate fixes to acute emergencies.
Collaborates with division leaders to develop and implement effective employee relations and talent management practices
Coaches supervisors and employees for improved performance and productivity through assessment, action plans i.e. IDPs, PIPs and various interventions
Assists with problem/conflict resolution before they escalate to formal grievance or corrective action
Advises all employees regarding employee relations policies, procedures and documentation
Serves as grievance hearing officer and develops written responses - Integrates work life and diversity principles into consultation practices; ensures compliance under ADA, FMLA, FLSA and other applicable federal, state and local laws and WSU human resource policies.
20% ORGANIZATIONALANDPROFESSIONALDEVELOPMENT - Coordinates learning and change management interventions to meet organizational, customer, and university goals.
Designs systems that facilitate building trust, support employee empowerment and engagement, and creating effective teams
Conducts needs assessments
Develops and delivers training in partnership with COE or at request of COE
Analyzes trends and assists in designing and delivering programs, policies, training and tools that align with university strategic values, competencies, and objectives
Supports employee growth, i.e. coaching, mentoring, advising - Supports office projects as needed.
15% TALENTACQUISITIONANDENGAGEMENT - Provides consultation for all phases of the recruiting process with hiring managers and search committees, i.e. planning of staffing projections, succession planning, applicant pool development, job posting and advertising, screening and selection
Advises hiring managers on classification and compensation targets
Incorporates utilization data into recruiting/selection discussions with search committees
Collaborates with HR Compensation on compensation offerings
Engage with hiring manager regarding onboarding plans.
10% UNIVERSITYWIDEPROGRAMS - Stays current with university administration goals and objectives in order to align effective human resource strategies. - Serves as project person/leads initiatives related to HR strategy implementation as assigned.
5% Other related duties: - Meets with employees upon request. - Participates in a variety of meetings, with emphasis on going to the customer - Engage with HR COEs to stay abreast of HR policies and procedures, laws and regulations. - Compile and report to HR any measures and/or metrics as requested.
Primary office role, but candidates should be comfortable in a variety of settings and strive to be in the customer's space as much as possible; required to interface effectively with all levels of the university workforce.
Wright State University, an equal opportunity/affirmative action employer, is committed to an inclusive environment and strongly encourages applications from minorities, females, veterans and individuals with disabilities.
To preserve the safety and security of the campus community and to maintain the integrity of university operations, it is the policy of Wright State University to make an employment offer contingent on various background checks, such as a criminal record, credit history when job related and/or education verifications. Additionally, an administrative review shall be conducted whenever the university learns that an employee is charged with or convicted of a crime (except for minor vehicle violations). Frequently asked questions related to background checks may be found on the Human resources website at http://www.wright.edu/human-resources.
Effective July 1, 2017, per Policy 7230 Wright State University is tobacco-free. Tobacco use, including the sale, advertising sampling and distribution of tobacco products and tobacco related items is prohibited in all university facilities, on all university owned or leased grounds, university owned or operated residence halls and apartments, and at all university sponsored events regardless of location. Tobacco use is also prohibited in all university vehicles or on any equipment owned, leased or operated by Wright State University. This policy applies to anyone on campus including students, faculty, staff, visitors, consultants, vendors, patients, volunteers, and contractor employees.
Wright State University serves nearly 18,000 students and offers more than 230 undergraduate, graduate, doctoral, and professional degree programs through eight colleges and three schools. Located in the city of Fairborn in Greene County, Ohio, Wright State is conveniently situated adjacent to Wright-Patterson Air Force Base and is less than 10 miles from downtown Dayton. One of our eight colleges, Wright State University–Lake Campus, is a university-operated regional campus on the shores of Grand Lake St. Marys in Celina, Ohio. The Wright State alumni community is more than 109,000 strong. For more information please visit www.wright.edu.