HR Business Partner

Tennessee State University Office of Human Resources invites applications for the position of HR Business Partner.

The Office of Human Resources serves as a trusted partner to all TSU employees and managers for resolving questions, conflicts, and issues that arise in the workplace.

We are dedicated to (1) enhancing the quality of employee working environments; (2) fostering effective communications between employees and managers; and (3) providing strategic support to employee- and performance-based issues.

The Office of Human Resources serves as a neutral resource that takes a collaborative approach to delivering proactive and strategic resolutions that benefit the University.

Job Overview

The HR Business Partner (HRBP) will be responsible for acting as a strategic partner to university leaders by providing expert guidance on HR policies, guidelines, and practices. Key duties will include, but not be limited to, collaborating with management to develop talent strategies, ensuring compliance with employment laws, and resolving employee relations issues while aligning HR objectives with the university's overall goals. The HRBP will serve as a liaison between the HR Total Team and specific university departments offering support in such areas as performance management, organizational design, and workforce planning, etc. to deliver results that contribute to the overall efficiency and effectiveness of the department and the University. The HRBP will be assigned to serve various university departments and their affiliated units. (Assigned departments and affiliates may vary.)

Job Duties and Responsibilities

The following duties and responsibilities of the HRBP include, but are not limited to:

• offering consultation, facilitation and resolution strategies to managers for employee-related workplace issues
• assisting in the interpretation, explanation and clarification of University policies and procedures as well as key employment-related laws to ensure regulatory compliance and reduce legal risks
• resolving employee issues and grievances and conducting unbiased investigations
• assisting supervisors with performance-based actions, corrective action and planning, and disciplinary actions
• effectuating the development and deployment of organizational development and performance management procedures
• collaborating with the specialty areas of the Office of Human Resources to ensure that employee concerns are addressed and managerial processes are effectuated
• capturing and presenting key workforce data (i.e., hiring, engagement, succession planning, retention) to identify and develop solutions and inform HR programs and policies
• participating in new employee orientation with HR policy guidance
• reporting on relevant business units and business leaders
• participating in the development of a solid HR strategic plan for talent acquisition
• reviewing HR strategies, policies, and agenda and making recommendations for continuous improvement
• making recommendations to assigned University business units
• performing other duties and completing projects as assigned or requested

The ideal candidate will be able to demonstrate the ability to:

• Build credibility with clients by providing insight and guidance on HR or broader business issues (including, but not limited to, advising deans, department heads, and managers on HR-related matters, supporting their strategic goals and ensuring HR initiatives are aligned with the university's mission)
• Build strong business relationships and partnerships with the line management
• Act as a point of contact for managers and employees regarding workplace concerns, policy interpretation, and conflict resolution.
• Ensure all HR policies, programs, and practices are in compliance with federal, state, and local employment laws and regulations.
• Provide consultation on organizational design, structure, and change management to improve effectiveness and achieve business objectives.
• Develop and monitor HR metrics to track progress and measure the success of programs related to culture, engagement, and talent.
• Implement and manage talent development strategies, including performance management, employee engagement, and leadership development.
• Understand training needs and develop programs
• Experienced in problem-solving skills
• Demonstrate excellent interpersonal, verbal and written communication skills as well as presentation skills