Human Resources Business Partner (HRBP)

Position Title:

Human Resources Business Partner (HRBP)

Department: Human Resources (HUR)

Division: Human Resources (HUR)

Employee Status: Full-time

Type: Professional Staff Association (PSA)

Salary: ($66,245-$69,462 annually)

Grade: N

FLSA: Exempt (salaried)

Issued: January 2022

Revised: 02/2024, 05/2026

Employment Notice: Rock Valley College does not offer sponsorship for employment-based visas for this position now or in the future. Applicants must be currently authorized to work in the United States without the need for employer sponsorship.

Application Deadline: May 15th, 2026

Reporting Relationships

Reports to: Director of Employee Relations

Supervision Exercised: May supervise temporary non-exempt staff and/or student workers.

Job Summary:

Using independent judgment with minimal supervision, the Human Resources Business Partner (HRBP) works closely with senior HR and departmental management in support of the College's strategic mission. HRBPs align departmental objectives with management and employees by advising and supporting them with strategic issues, and by implementing integrated HR practices.

The HRBP plays a key role in building collaborative work relationships focusing on student-centered service and continuous improvement throughout Rock Valley College. This position is fully dedicated to internal clients, their needs and their duties within designated departments, serving as a consultant on Human Resource related issues.

This position acts as an employee champion and change agent, seeking to develop and implement better talent management practices and innovative solutions. HRBPs assess and anticipate HR-related needs, providing proactive communication to stakeholders. Excellent customer service is provided to students, faculty, administration, staff and others through all methods of contact. Confidentiality and discretion are required.

Essential Duties and Responsibilities

include the following. Related duties may be assigned.

1. Partners with assigned departmental leadership to support and advise them regarding Human Resource related matters.
2. Investigates and responds to employee relations issues.
3. Advocates and promotes strategies that will enhance cultural, ethnic, and gender diversity as well as support policies and programs relating to affirmative action and equal employment opportunity.
4. Provides counsel on talent management (e.g. development and succession plans, coaching, counseling, disciplinary actions, terminations, appraisals, etc.), conflict and change management, and performance assessment practices.
5. Investigates and responds to employee and labor relations issues in a timely manner.
6. Prepares and presents training activates related to general human resources needs, i.e. employee relations, policy and interpretation, performance management, etc.
7. Analyzes trends and metrics in partnership with the broader HR team to develop solutions, programs and policies to affect continual improvements in efficiency and value-add of HR department.
8. Works collaboratively with the Talent Acquisition Specialist to develop and implement staffing plans and activities. May act as a backup to the Talent Acquisition Specialist for assigned business units by performing full life-cycle recruiting. Serves as an interview team member for assigned departments.
9. Works collaboratively with the Professional Development Specialist to assess and recommend training needs for assigned departments.
10. Works collaboratively with the Diversity, Equity, and Inclusion (DEI) team to proactively identify opportunities that will expand cultural competencies within assigned work group.
11. Works collaboratively with the Benefits Specialist to administer leave requests under the Family Medical Leave Act (FMLA).
12. Works collaboratively with the Benefits Specialist and ADA Coordinator to administer requests for accommodations under the Americans with Disability Act (ADA).
13. Participates on various committees (e.g. Recognition, Professional Development, etc.) that support the advancement and retention of staff.
14. Conducts exit interviews and makes recommendations to the assigned management team for corrective action and continuous improvement.
15. Regular attendance is expected.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Minimum Qualifications

1. A Bachelor's Degree in Business Administration, Human Resource Management, or closely related field preferred with two-three years' experience as a Human Resources Generalist/Specialist/Business Partner/Manager role.
2. Considerable knowledge of Human Resource management procedures and practices, such as behavioral interviewing, training, employee relations, diversity, performance management and organizational development.
3. Knowledge of local, state and federal laws governing employment, employment relations and labor management (Title VII, FLSA, ADEA, FMLA, ADA, COBRA, etc.); with an ability to interpret and provide guidance on employment related and union issues.
4. Experience supporting populations having diverse socioeconomic and racial backgrounds.
5. Must have hands-on experience with computer skills, including knowledge of Microsoft suite of products.

Preferred Qualifications

1. Master's Degree and six to eight years' experience in Human Resources field preferred.
2. Professional certification (e.g. PHR, SHRM-CP) preferred.
3. Higher education, public sector, or similar environment experience preferable.
4. Prefer experience with Ellucian/Colleague software system.

Required Attributes

1. Ability to prioritize workload; manage multiple projects and deadlines, and follow-through on tasks and work unsupervised and in a timely fashion.
2. Work independently and in a collaborative manner with HR and labor representatives, internal colleagues, administrators, and other business partners.
3. Consulting and client management experience with ability to demonstrate interpersonal communication and conflict management techniques; interacting proactively with management and staff at all levels of the College in the resolution of complex employment issues; communicating with tact and discretion in difficult employment and personnel situations.
4. Analytical, conceptual thinking and quantitative measurement ability.
5. Must have the ability to maintain confidentially.

Work Environment

While performing the duties of this job, the employee regularly works in an office setting.

Physical Demands

Physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job with or without accommodations.

RVC is an equal opportunity employer committed to diversity.

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