PREFERRED QUALIFICATIONS

• PHR, SPHR, or GPHR; Master’s Degree from an accredited institution of higher learning in a related field. Three (3) or more years of HR Business Partner experience. Experience in change management and project management, while working in a fast-paced and dynamic environment.

MINIMUM QUALIFICATIONS

• Bachelor’s Degree in HR or related field from an accredited institution of higher learning plus five (5) to seven (7) years of HR experience with at least two (2) year of experience working in an organization utilizing the HR Business Partner model.
• Must have experience in facilitating HR related events, such as meetings, team building sessions, ad-hoc training, mediations, grievance hearings, etc.
  All submissions should include a cover letter and resume.

• Champion UMGC’s mission, articulation of performance priorities and targets and communication of information up, down, and across the organization. Support UMGC in ensuring a positive work environment that reflects UMGC core values.
• Support the HR Business Partner Model by partnering with the HR Centers of Excellence to facilitate department needs.
• Contribute to the design and implementation of work-force assessment and development, talent management and succession planning. This includes partnering with departments/managers in developing/executing talent initiatives that are aligned with business priorities and goals.
• Assist with the development and implementation of a comprehensive performance evaluation and management program designed with the input of managers throughout UMGC, such as providing employee management coaching to managers and contributing to the development of managers’ skills.
• Address questions/concerns related to the HR Centers of Excellence, such as Talent Acquisition, HRIS, Employee Relations, Compensation and Benefits, Organizational Training and Development and other areas.
• Facilitate the appropriate resolution of employee issues and grievances in a fair, consistent and sustainable manner which support fair and equitable labor practices.
• Assist managers with unionized employees to develop positive labor relations and partner with union representatives in regards to on-going communication and issue resolution with assigned clients. Ensure thoroughness and consistency in investigations, recommendation and complaint resolution. Manage employee transition efforts effectively and efficiently with dignity and respect.
• Proactively monitor talent management processes and practices to identify areas for improvement and use findings to recommend improvements in the efficiency and effectiveness of processes & systems.
• Ensure ongoing efficiency, effectiveness, and rigor in activities including assisting managers in administering feedback tools, partnering with the Organizational Training & Development team to create development plans and ensuring clearly articulated expectations and coaching with assigned clients.
• Other job-related duties as assigned.