St George's University
Manager, HR Business Partner
The Manager, Human Resources Business Partner – Employee Relations is the institutions lead expert in employee relations and a strategic HR advisor for Rocky Vista University within the Medforth Global Education shared services model. This role requires a decisive, resilient professional who partners closely with university leadership and HR Centers of Excellence (COE) to deliver both strategic and operational HR support. The position focuses heavily on employee relations, investigations, workforce planning, organizational design, compliance, and change management as RVU transitions to a shared services environment.
Essential Functions
Serve as the primary advisor and subject matter expert on employee relations, leading complex investigations and providing trusted guidance on grievances and performance management, while ensuring fair, consistent, and timely outcomes.
Coach and equip managers to confidently handle day-to-day employee relations issues, developing their skills in conflict resolution, disciplinary actions, and performance management to reduce reliance on HR for routine matters.
Partner with senior leadership to design and implement HR strategies that align with institutional priorities and strengthen employee engagement, morale, and retention.
Ensure compliance with all federal and state employment laws, including wage and hour, leave, and anti-discrimination regulations.
Administer Colorado FAMLI program, including notification of payroll deductions, employer contributions, and employee education.
Manage unemployment insurance claims, prepare documentation, and represent the organization in hearings when required.
Partner with legal counsel to mitigate risk and ensure rigorous compliance with all regulatory requirements.
Analyze HR metrics and trends to identify risks, inform leadership decisions, and develop action plans.
Provide HR policy guidance and deliver training to managers and employees.
Collaborate closely with the Director, Talent on talent management and talent acquisition programs.
Act as a liaison between RVU leadership and HR COE to align initiatives with institutional culture and goals.
Support change management efforts related to the shared services and HR COE rollouts, ensuring effective communication and stakeholder engagement.
Oversee onboarding and offboarding processes for staff and faculty, ensuring consistency professionalism.
Develop, administer, and analyze exit surveys to drive retention and engagement strategies.
Manage HR projects with accountability for timelines, resources and successful outcomes.
Perform other duties as assigned.
Essential Knowledge, Skills, & Abilities
Recognized expertise in employee relations, investigations, and conflict resolution.
In-depth knowledge of Colorado employment law and leave programs (including FAMLI), plus experience managing unemployment claims and compliance processes.
Proven ability to coach, influence, and hold leaders accountable, building management capability in handling ER issues.
Strong interpersonal and communication skills, with experience collaborating across functions and presenting to leadership.
Demonstrated ability to analyze HR metrics and translate data into actionable strategies that improve culture, engagement, and retention.
Proficiency in HR systems and Microsoft Office Suite.
Understanding of HR COE and knowledge of best practices in higher education HR (preferred).
Qualifications
Bachelor’s degree in Human Resources or related field.
Minimum 7 years of progressive HR experience with a strong and demonstrated emphasis on employee relations and investigations.
Higher education or healthcare HR experience strongly preferred.
HR certifications (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.
Work Environment/Physical Demands
Professional office environment with frequent interaction and interruptions.
Regular use standard office equipment such as computers, phones, photocopiers, filing cabinets.
The anticipated salary range for the Manager, HR Business Partner is $90,141.65 to $106,049 per year. The final salary offered may vary and will be determined based on factors such as job-related knowledge, skills, experience, and education of the successful candidate. This information is provided per Colorado local law.
We Are
· Student Centric: We approach every task with a focus on supporting our students to achieve their lifelong learning goals in a safe, vibrant and welcoming environment.
· A Global Community: We are one team with an international outlook welcoming the strength in our diversity and the value each of us brings to what we do.
· Accountable: We take responsibility for our actions by being responsive, resourceful and respectful in delivering on our commitments with integrity and the highest ethical standards.
· Collaborative: We support and empower one another through open communications, cooperation, sharing knowledge and taking time to always listen and show we care.
· Committed to Excellence: We take pride in our ongoing pursuit for continuous improvement through creativity, rigor and best practices to produce meaningful outcomes.
About University Support Services, LLC
University Support Services LLC (USS) is an affiliate of St. George's University (SGU), a leading provider of international medical education. SGU students and faculty come from 151 countries to the island of Grenada, located in the West Indies. Our purpose is to support SGU to deliver best in class education for all SGU students. We put a special focus on the growing global need for diverse high-quality medical and healthcare professionals. USS is pivotal in positioning SGU as a premiere medical degree institute through its student-facing as well as functional support teams.
USS is an equal opportunity employer. As such, it is company policy to fill positions with qualified candidates regardless of race, color, sex (including sexual orientation and gender presentation), age, religion, ancestry, national origin, citizenship status, pregnancy, marital status, medical condition, genetic information, disability, status in the Uniformed Services of the United States (including veteran status) or status as a victim of domestic violence, except where there is a bona fide occupational qualification. This policy protects applicants and employees from discrimination in the hiring process.
The Manager, Human Resources Business Partner – Employee Relations is the institutions lead expert in employee relations and a strategic HR advisor for Rocky Vista University within the Medforth Global Education shared services model. This role requires a decisive, resilient professional who partners closely with university leadership and HR Centers of Excellence (COE) to deliver both strategic and operational HR support. The position focuses heavily on employee relations, investigations, workforce planning, organizational design, compliance, and change management as RVU transitions to a shared services environment.
Essential Functions
Serve as the primary advisor and subject matter expert on employee relations, leading complex investigations and providing trusted guidance on grievances and performance management, while ensuring fair, consistent, and timely outcomes.
Coach and equip managers to confidently handle day-to-day employee relations issues, developing their skills in conflict resolution, disciplinary actions, and performance management to reduce reliance on HR for routine matters.
Partner with senior leadership to design and implement HR strategies that align with institutional priorities and strengthen employee engagement, morale, and retention.
Ensure compliance with all federal and state employment laws, including wage and hour, leave, and anti-discrimination regulations.
Administer Colorado FAMLI program, including notification of payroll deductions, employer contributions, and employee education.
Manage unemployment insurance claims, prepare documentation, and represent the organization in hearings when required.
Partner with legal counsel to mitigate risk and ensure rigorous compliance with all regulatory requirements.
Analyze HR metrics and trends to identify risks, inform leadership decisions, and develop action plans.
Provide HR policy guidance and deliver training to managers and employees.
Collaborate closely with the Director, Talent on talent management and talent acquisition programs.
Act as a liaison between RVU leadership and HR COE to align initiatives with institutional culture and goals.
Support change management efforts related to the shared services and HR COE rollouts, ensuring effective communication and stakeholder engagement.
Oversee onboarding and offboarding processes for staff and faculty, ensuring consistency professionalism.
Develop, administer, and analyze exit surveys to drive retention and engagement strategies.
Manage HR projects with accountability for timelines, resources and successful outcomes.
Perform other duties as assigned.
Essential Knowledge, Skills, & Abilities
Recognized expertise in employee relations, investigations, and conflict resolution.
In-depth knowledge of Colorado employment law and leave programs (including FAMLI), plus experience managing unemployment claims and compliance processes.
Proven ability to coach, influence, and hold leaders accountable, building management capability in handling ER issues.
Strong interpersonal and communication skills, with experience collaborating across functions and presenting to leadership.
Demonstrated ability to analyze HR metrics and translate data into actionable strategies that improve culture, engagement, and retention.
Proficiency in HR systems and Microsoft Office Suite.
Understanding of HR COE and knowledge of best practices in higher education HR (preferred).
Qualifications
Bachelor’s degree in Human Resources or related field.
Minimum 7 years of progressive HR experience with a strong and demonstrated emphasis on employee relations and investigations.
Higher education or healthcare HR experience strongly preferred.
HR certifications (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.
Work Environment/Physical Demands
Professional office environment with frequent interaction and interruptions.
Regular use standard office equipment such as computers, phones, photocopiers, filing cabinets.
The anticipated salary range for the Manager, HR Business Partner is $90,141.65 to $106,049 per year. The final salary offered may vary and will be determined based on factors such as job-related knowledge, skills, experience, and education of the successful candidate. This information is provided per Colorado local law.
We Are
· Student Centric: We approach every task with a focus on supporting our students to achieve their lifelong learning goals in a safe, vibrant and welcoming environment.
· A Global Community: We are one team with an international outlook welcoming the strength in our diversity and the value each of us brings to what we do.
· Accountable: We take responsibility for our actions by being responsive, resourceful and respectful in delivering on our commitments with integrity and the highest ethical standards.
· Collaborative: We support and empower one another through open communications, cooperation, sharing knowledge and taking time to always listen and show we care.
· Committed to Excellence: We take pride in our ongoing pursuit for continuous improvement through creativity, rigor and best practices to produce meaningful outcomes.
About University Support Services, LLC
University Support Services LLC (USS) is an affiliate of St. George's University (SGU), a leading provider of international medical education. SGU students and faculty come from 151 countries to the island of Grenada, located in the West Indies. Our purpose is to support SGU to deliver best in class education for all SGU students. We put a special focus on the growing global need for diverse high-quality medical and healthcare professionals. USS is pivotal in positioning SGU as a premiere medical degree institute through its student-facing as well as functional support teams.
USS is an equal opportunity employer. As such, it is company policy to fill positions with qualified candidates regardless of race, color, sex (including sexual orientation and gender presentation), age, religion, ancestry, national origin, citizenship status, pregnancy, marital status, medical condition, genetic information, disability, status in the Uniformed Services of the United States (including veteran status) or status as a victim of domestic violence, except where there is a bona fide occupational qualification. This policy protects applicants and employees from discrimination in the hiring process.