Strategic HR Partner/Senior Strategic HR Partner Job at University of Central Mi

Based on the selected candidates education & experience, the position will either be offered at the Strategic HR Partner level or the Senior Strategic HR Partner level. The offered salary will be adjusted according to the candidate's education and experience.

The Strategic HR Partner position is responsible for aligning business objectives with employees and management in designated client groups. This position serves as the group's single point of contact in HR by formulating partnerships across the HR function to deliver value‑added service to management and employees that reflects the organization's business objectives. The Strategic HR Partner provides “one‑stop” service and support regarding all HR‑related issues, including talent acquisition, total rewards, employee relations, and other matters. This position oversees the students, graduate assistants, and Federal Workstudy program. This position differs from the Sr. Strategic Partner in the required years of experience and scope of duties.

The Senior Strategic HR Partner position is responsible for aligning business objectives with employees and management in designated client groups. This position serves as the group's single point of contact in HR by formulating partnerships across the HR function to deliver value‑added service to management and employees that reflects the organization's business objectives. The Senior Strategic HR Partner provides “one‑stop” service and support regarding all HR‑related issues, including talent acquisition, total rewards, employee relations, and other matters.

Strategic HR Partner Job Duties

• Serve as HR business partner to an assigned University client group, including 85% of activities: Meet regularly with and advise vice presidents, deans, directors, managers, and supervisors regarding HR‑related issues, including talent acquisition, employment, classification/compensation, benefits, performance, discipline, and other issues.
• Manage students, graduate assistants, and Federal Workstudy employment programs.
• Proactively seek opportunities to connect to stakeholders on the strategies that impact their work in the campus community.
• Ensure effective and timely communication with stakeholders.
• Verify the accuracy of information entered into the personnel/payroll computer system.
• Remain knowledgeable of University policies, procedures, and best practices to provide day‑to‑day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations.
• Maintain in‑depth knowledge of legal requirements related to day‑to‑day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provide HR policy guidance and interpretation.
• Develop contract or offer terms for new hires, promotions, and transfers.
• Assist international employees with related HR matters.
• Provide guidance and input on business unit restructure, workforce, and succession planning.
• Identify training needs for business units and individual executive coaching needs.
• Participate in the evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
• Work on special projects.
• Lead special and cross‑functional project teams.
• Participate in professional development sessions or seminars to develop subject‑matter expertise in multiple human‑resource disciplines.

Perform miscellaneous duties (15%)

• Serve as backup for Sr. Strategic HR Partners during peak times or periods of absence to ensure smooth service delivery to all internal customers.
• Serve as backup for the Information Systems Project Manager in coordinating, scheduling, and processing the Faculty Load and Compensation (FLAC) with various academic colleges.
• Assist with New Employee Orientations.
• Draft policies/procedures/proposals/correspondence, as directed.
• Respond to survey requests by investigating survey areas and completing survey responses as appropriate.

Senior Strategic HR Partner Job Duties

• Serve as HR business partner to an assigned University client group, including 85% of activities: Meet regularly with and advise vice presidents, deans, directors, managers, and supervisors regarding HR‑related issues, including talent acquisition, employment, classification/compensation, benefits, performance, discipline, and other issues.
• Proactively seek opportunities to connect to stakeholders on the strategies that impact their work in the campus community.
• Ensure effective and timely communication with stakeholders.
• Verify the accuracy of information entered into the personnel/payroll computer system.
• Remain knowledgeable of University policies, procedures, and best practices to provide day‑to‑day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations.
• Maintain in‑depth knowledge of legal requirements related to day‑to‑day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provide HR policy guidance and interpretation.
• Develop contract or offer terms for new hires, promotions, and transfers.
• Provide guidance and input on business unit restructure, workforce planning, and succession planning.
• Identify training needs for business units and individual executive coaching needs.
• Participate in the evaluation and monitoring of training programs to ensure success. Follow up to ensure training objectives are met.
• Work on special projects.
• Lead special and cross‑functional project teams.
• Participate in professional development sessions or seminars.

Perform miscellaneous duties (15%)

• Serve as backup for other Sr. Strategic HR Partners during peak times or periods of absence to ensure smooth service delivery to all internal customers.
• Serve as backup for the Information Systems Project Manager in coordinating, scheduling, and processing the Faculty Load and Compensation (FLAC) with various academic colleges.
• Assist with New Employee Orientations.
• Draft policies/procedures/proposals/correspondence, as directed.
• Respond to survey requests by investigating survey areas and completing survey responses as appropriate.

Strategic HR Partner Qualifications

• Education: Bachelor’s degree in Human Resource Management, Human Resources Development, Business or Public Administration, or a related field.
• Education may be substituted for experience: AA = 2 years experience; BA/BS = 4 years experience; MA/MS = 6 years experience.
• Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM‑CP), SHRM Senior Certified Professional (SHRM‑SCP) credential or ability to obtain certification within one year of employment.

• Experience: Two years of professional‑level experience with demonstrated knowledge in at least one of the multiple human‑resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state employment laws.

Senior Strategic HR Partner Qualifications

• Education: Bachelor’s degree in Human Resource Management, Human Resources Development, Business or Public Administration, or a related field.
• Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM‑CP), SHRM Senior Certified Professional or ability to obtain certification within one year of employment.

• Experience: Three years of professional‑level experience with demonstrated knowledge of multiple human‑resource disciplines, including compensation practices, organizational diagnosis, training, employee and union relations, diversity, performance management, and federal and state employment laws.