Department: Office of Human Resources Salary/Grade: EXS/11
The Senior Human Resources Business Partner (Sr. HRBP) provides strategic HR leadership and guidance to a client portfolio consisting of a set of schools, units and/or departments across Northwestern’s Evanston and Chicago campuses. The Sr. HRBP influences and advises client leadership teams on matters such as organizational development and design, implementation of HR strategies, talent management, performance management, employee communications and change management. They will effectively build relationships and provide HR guidance, coaching, and support to employees at levels within their client organizations.
The Sr. HRBP is an effective consultant and collaborator who utilizes deep HR proficiency and acumen to diagnose organizational needs and will thoughtfully leverage HR Centers of Expertise to develop and implement customized HR strategies and solutions. They will build relationships and regularly work in partnership with HR colleagues in Talent Acquisition, Compensation, Well-being, Engagement, Learning & Leadership (W.E.L.L.), Benefits, Payroll, Operations & Analytics to solve problems and achieve positive outcomes that are aligned with organizational mission and strategic priorities.
The Sr. HRBP serves as the subject matter expert and consultant for all employee and labor relations matters that arise at all stages in the employee life cycle within their client organizations. They will effectively triage workplace issues, employee complaints and reports of policy violations and determine appropriate resolution through advice/counsel, conducting workplace investigations, recommending and coordinating training initiatives, referral to appropriate University offices, or other resolution steps as appropriate. They will regularly collaborate and consult with the Office of General Counsel, the Office of Equity, Risk Management/Compliance, the Behavioral Consulting Team and other University offices, committees and teams.
The Sr. HRBP serves as point of contact for clarifying, interpreting and answering questions about University policy and makes recommendations to inform policy improvements. They will also advise on organizational development and application of client implementation of policy, development and application of local operating procedures and practices. They may also support labor relations matters, including but not limited to interpreting collective bargaining agreements, advising on resolving grievances, and participation in collective bargaining negotiations.
The Sr. HRBP will actively contribute to and participate in University-wide HR strategic initiatives/projects and may represent HR on committees.
Responsibilities include, but are not limited to:
Strategic Human Resources Leadership and Guidance:
Guides and influences assigned client leadership teams on matters of organizational development and design, talent management, employee development and training, employee communication and change management.
Leads the design, development, implementation, integration, and assessment of HR initiatives including organizational change, organizational analysis, communication planning, and restructures.
Accurately diagnoses root causes for client organizational challenges/dynamics and delivers strategic solutions that improve situation and culture.
Collaborates with and appropriately leverages HR Centers of Expertise in Talent Acquisition, Compensation, Well-being, Engagement, Learning & Leadership (W.E.L.L.), Benefits, Payroll, Operations & Analytics to develop customized and well-rounded HR solutions
Provides coaching to managers to increase their leadership effectiveness
Identifies client training needs and partner withs HR Centers of Expertise to provide necessary training
Serves as consultant to departmental leaders on organizational needs and designs/ facilitates team development interventions.
Communicates and leverages Office of Human Resources programs, initiatives, and resources to client organizations
Provides guidance and advises clients through the Performance Excellence process, Northwestern’s performance management program
Coaches and advises managers on effective performance management practices and delivering timely feedback
Reviews employee complaints and reports of policy violations and determines appropriate University response
Conducts workplace investigations, prepares reports, and provides recommendations based on the findings
Provides advice to managers/directors and staff as appropriate to help resolve conflicts
Maintains knowledge about University resources and provides referrals as appropriate
Reviews and analyzes employee performance and disciplinary trends and recommends systemic changes, training and other prevention solutions.
Clarifies and interprets human resources policies and collective bargaining agreements
Facilitates communication among employees and managers; guides leadership and employees on problem solving and dispute resolution
Identifies when other University offices should be consulted or notified and proceeds accordingly
Maintains current knowledge of HR best practices and federal/local employment and labor laws
The successful candidate will have a Bachelor’s degree with 10+ years of experience in human resources or a Master’s degree with 5+ years of experience in Human Resources.
Five years of human resources experience in complex organization with background as an HR Business Partner or in at least two of the following HR disciplines: training, organizational development and/or employee relations is preferred.
Strong knowledge of human resources administration, policies, practices and laws is a strong requirement of the position.
The candidate must possess demonstrated experience analyzing synthesizing needs and implementing relevant programs and policies.
Client relationship management skills are required to develop and sustain productive working relationships.
The successful candidate will be client-centric and responsive to and exceed customer expectations.
Demonstrated skill for listening to others and objectively consider others’ ideas and opinions, even when they conflict with one’s own.
The HR Business Partner will have demonstrated experience successfully developing implementing and maintaining organization development strategies and programs as well as ability to align and drive business and human resources imperatives. S/he will also have strong working knowledge of change management principles, practices, processes, techniques and tools.
Solid experience in designing facilitation processes and understanding inherent group dynamics is critical.
Strong knowledge of organizational development theory and practices is necessary.
Excellent interpersonal, communication and presentation skills to a variety of audiences are essential. The candidate must have outstanding skills in building teams, collaborating and/ or leading project teams. S/he must possess the ability to identify and resolve complex problems and generate alternative solutions and alignment across diverse constituents. Demonstrated facilitation, negotiation skills and high emotional intelligence will be key to successfully performing the HR Business Partner role.
Proficiency with Microsoft Word, Excel, PowerPoint, and Outlook
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The Northwestern campus sits on the traditional homelands of the people of the Council of Three Fires, the Ojibwe, Potawatomi, and Odawa as well as the Menominee, Miami and Ho-Chunk nations. We acknowledge and honor the original people of the land upon which Northwestern University stands, and the Native people who remain on this land today.
Northwestern University is an Equal Opportunity, Affirmative Action Employer of all protected classes, including veterans and individuals with disabilities. Women, racial and ethnic minorities, individuals with disabilities, and veterans are encouraged to apply. Click for information on EEO is the Law. #LI-CF1
Northwestern University is a major private research university with 12 academic divisions located on three campuses in Evanston, Chicago, and Education City in Doha, Qatar. We have approximately 2,500 full-time faculty members, 17,000 graduate and undergraduate students, and over 5,700 full and part-time staff. Northwestern University combines innovative teaching and pioneering research in a highly collaborative environment. It provides students and faculty exceptional opportunities for intellectual, personal and professional growth.