HR Business Partner

Located in North Carolina’s third largest city, UNC Greensboro is among the most diverse, learner‑centered public research universities in the state, with 18,000 students in eight colleges and schools pursuing more than 150 areas of undergraduate and over 200 areas of graduate study. UNCG is recognized nationally for academic excellence, access, and affordability. UNCG is ranked No. 1 most affordable institution in North Carolina for net cost by the NY Times and No. 1 in North Carolina for social mobility by the Wall Street Journal — helping first‑generation and lower‑income students find paths to prosperity. Designated an Innovation and Economic Prosperity University by the Association of Public and Land‑grant Universities, UNCG is a community‑engaged research institution with a portfolio of more than $67M in research and creative activity. The University’s 2,600 staff help create an annual economic impact for the Piedmont Triad region in excess of $1B. Primary Purpose of the Organizational Unit The Department of Human Resources commits to the creation of a collaborative and responsive University by attracting, retaining, and developing a diverse community of talented individuals in support of the University’s mission. The Department is dedicated to providing state‑of‑the‑art employee services including talent management, professional development and organizational capacity, compensation, employee benefits, wellness and work/life balance, rewards and recognition, records management, employee relations, and human resource information systems that promote innovation and creativity. Position Summary The Human Resources Business Partners collaborate with client groups and HR teams to develop and deliver effective human capital programs and policies and practices that align with business objectives, drive superior business results, and contribute to the overall efficiency and effectiveness of the organization. The position will focus primarily on the areas of people strategy and organizational effectiveness, change leadership and coaching, management‑level employee relations support and conflict resolution. NOTE: This position is designated as hybrid, requiring a minimum of three (3) days per week of in‑person work at the assigned Greensboro office location. Minimum Qualifications Bachelor’s degree and two years of progressively responsible experience analyzing, interpreting, applying, communicating and promoting HR best practices in the context of organizational goals and objectives; or an equivalent combination of training and experience. Preferred Qualifications Previous experience in a Human Resources office with at least three years of experience providing employee relations support to a diverse workforce. Excellent oral and written communication skills. Experience interpreting policy and providing guidance to both supervisory and non‑supervisory personnel. Knowledge of employment best practices and compliance (i.e., FLSA, EEOC/Title VII, Title IX, etc.) necessary. Key Responsibilities HR Business Partner Design, develop, and guide efforts to improve business performance to support the achievement of organizational objectives through integrated HR strategic plans across assigned areas. Work with client(s) and meet monthly to adjust strategies to meet changing business and talent needs. Develop and lead the implementation of HR programs, policies and processes with client group(s) including workforce planning, talent acquisition and management, onboarding, goal setting, performance management, total rewards, colleague engagement, leadership assessments and succession planning. Communicate organizational culture, policies and procedures, tools and resources to colleagues and internal clients. Partner with management to develop and drive strategic workforce plans, with clear, actionable steps, that optimize the organization’s talent, structure, process and culture. Collaborate with business leaders, ensure focus on results and outcomes of the business, understand the organization’s strategy and goals, and translate those goals into actionable HR objectives in support of the business strategy. Provide information, analysis and consulting with department leaders to make data‑driven human capital decisions about their organizations; leverage HR and business metrics to analyze and identify staff issues, talent needs, and trends. Work closely with HR functional areas to drive the development of strategies and programs that address the specific needs of business units. Monitor client group environment and the employee experience and report out on trends. Establish Service Level Agreements with business units. Conduct Service Quality Audits to ensure service levels are met. Employee Relations Consultant Investigate, identify departmental issues and resolve complicated and sensitive problems. Provide institutional support in Employee Relations and the disciplinary dismissal process. Develop policy and procedures in regards to disciplinary/dismissal and grievances, in response to changes occurring within the legislature, OSHR, UNC GA and/or the University. Advise employees and supervisors of their rights and responsibilities under the grievance procedures, coordinating grievance hearings and advising Employee Relations Grievance Committee. Provide advice, counseling and guidance to all levels of management and staff on company policies and procedures. Review employee disciplinary actions, specialized leave and terminations in collaboration with University Counsel. Ensure that grievance procedures are implemented in accordance with state regulations in a timely manner. Continually review university employee relations ordinances, personnel policies and procedures. Consult with the Director regarding employee relations issues including investigating, coaching, advising and reporting when necessary. Training and Coaching Provide training, coaching and collaboration with business leaders in employee development, teambuilding, performance management and talent planning; assist leaders with development plans for teams and employees. Other duties assigned Other duties assigned. ADA Checklist R for Rare (0‑30%), O for Occasional (30‑60%), F for Frequent (60‑90%), C for Constant (90‑100%). Required Documents Resume/CV Cover Letter List of References Optional Documents #J-18808-Ljbffr