Senior Human Resources Business Partner Employee Relations

at  Alliant International University Inc

Alliant International University is a professional practice University committed to excellence in four areas: Education for Professional Practice, Scholarship, Multicultural and International Competence and Community Engagement. The University provides students with the highest quality of education through excellence and innovation in academic scholarship, applied training and research, and community service, particularly to underserved populations. Through its Mission, the University’s goal is to equip students with the competencies they need to provide public benefit and make an impact in their communities by addressing major contemporary social issues. Core competencies of the University’s training programs include cultural diversity, which is infused in courses and field placements and is manifest in the diversity of its students, faculty.

POSITION SUMMARY:

Under the general direction of the Manager, Office of People and Culture, the Senior Human Resources Partner, Employee Relations (Sr. HRBP, ER), handle a variety of HR responsibilities, including employee relations, Title IX investigations, training, performance management, and compliance. Sr. HRBP, ER works closely with business leaders to ensure that HR strategies are aligned with organizational objectives, resulting in enhanced employee engagement, effective performance management, successful policy enforcement, and impactful development initiatives.
Starting Salary: $80,000 annualized.

MINIMUM QUALIFICATIONS:

Education: A bachelor’s degree in human resources or a related field. Master’s degree preferred.
Experience: Five (5) years general Human Resources experience required with a minimum of three (3) years of experience in employee relations. Experience advising on and investigating sensitive and complex employee relations issues. Higher education experience preferred. Title IX experience preferred. Experience in union environment preferred.
Certifications, Licenses, etc.: SHRM Certified Professional (SHRM-CP) and SHRM Senior Certified Professional (SHRM-SCP) preferred.

SKILLS:

• A thorough understanding of employment law, compliance, and ER best practices.
• HR Experience: Experience various aspects of the employment process including but not limited to developing HR policies and ensuring compliance with employment laws, HRIS administration, recruiting, onboarding, training, and developing a team of diverse individuals.
• Employee relations: HRBPs should have a strong understanding of employee relations, including talent management, compensation, and performance management.
• Relationship building: HRBPs should be able to develop meaningful relationships with key people in the organization, including other people teams.
• Communication: HRBPs should have excellent communication skills, and the ability to influence at all levels of the organization.
• Problem-solving: HRBPs should have strong analytical and problem-solving skills.
• Project management: HRBPs should have strong project management skills.
• Analytical skills: Strong analytical and problem-solving skills.
• Ability to influence: The ability to influence and partner with different levels of the organization.
• Strategic vision: HRBPs should have a strategic vision and the ability to drive organizational culture.

Duties & Responsibilities: Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

• Managing employee relations cases: Handling employee complaints, grievances, and disciplinary actions.
• Provide timely information and/or education for all levels of a company on HR issues.
• Coaching and developing employees, and providing training initiatives which promote best practice.
• Compliance: Ensuring compliance with relevant laws regarding reporting and records retention.
• Providing guidance: Supporting employees and managers on employee relations issues.
• Conducting investigations: Identifying and interviewing parties, gathering and assessing evidence, and applying relevant policies.
• Collaborating with others: Consulting with the Title IX Coordinator and other departments to monitor complaints and coordinate interim measures.
• Writing reports: Creating investigative reports that summarize findings and recommends HR actions.
• Making recommendations: Provide HR expertise in the areas of feedback, employee relations, development and coaching, and performance management.
• Developing training programs: Creating and conducting training programs for employee relations.
• Monitoring trends: Analyzing employee relations trends and recommending actions to address issues.
• Collaborating with legal and HR teams: Ensuring compliance with employment laws and regulations.
• Conducting exit interviews: Providing feedback to management after exit interviews.
• File maintenance: Maintaining physical and digital files for employees and their documents, benefits and attendance records.

Primary Work Location & Travel Requirements
Work Hours: Hybrid work schedule – 3 days in office. Standard office hours, with occasional evening or weekend hours required.

BACKGROUND CHECK REQUIREMENTS:

Employment is contingent upon successful completion of a background check (including criminal, prior employment and education verification). Failure to satisfactorily complete the background check may affect the application status of applicants or continued employment of current University employees who apply for the position.

• Managing employee relations cases: Handling employee complaints, grievances, and disciplinary actions.
• Provide timely information and/or education for all levels of a company on HR issues.
• Coaching and developing employees, and providing training initiatives which promote best practice.
• Compliance: Ensuring compliance with relevant laws regarding reporting and records retention.
• Providing guidance: Supporting employees and managers on employee relations issues.
• Conducting investigations: Identifying and interviewing parties, gathering and assessing evidence, and applying relevant policies.
• Collaborating with others: Consulting with the Title IX Coordinator and other departments to monitor complaints and coordinate interim measures.
• Writing reports: Creating investigative reports that summarize findings and recommends HR actions.
• Making recommendations: Provide HR expertise in the areas of feedback, employee relations, development and coaching, and performance management.
• Developing training programs: Creating and conducting training programs for employee relations.
• Monitoring trends: Analyzing employee relations trends and recommending actions to address issues.
• Collaborating with legal and HR teams: Ensuring compliance with employment laws and regulations.
• Conducting exit interviews: Providing feedback to management after exit interviews.
• File maintenance: Maintaining physical and digital files for employees and their documents, benefits and attendance records