Human Resources Business Partner

Posting Details

Position Information
Job Title
Human Resources Business Partner

Union Level

Department
Human Resources

Campus
Stockton

Posting Number
201304326P

Full or Part Time
Full Time

Number of Months
12

Work Schedule
Work is performed during standard business hours; additional time may be required to meet business needs and deadlines.

Position End Date

Open Date
07/06/2026

Close Date

Open Until Filled
Yes

Special Instructions to Applicants
For Applicants Seeking Job Opportunities within the University
Internal: Internal applicants will be considered within the first five (5) business days of the posting period.
External: External applicants will be considered on the sixth (6) business day of the posting period.

Sponsorship
This position is not eligible for a visa sponsorship now or in the future.

Position Summary Information
Primary Purpose
Under the direct supervision of the Director of Human Resource Partner Services, this role will be the primary point of guidance in supporting our senior leaders, managers, and employees within the designated unit/division/department for Human Resources services. The HRBP serves as a strategic and trusted advisor, supports an inclusive and dynamic culture and workforce, and pursues continuous improvement through knowledge, collaboration, and leadership. Acting as an interface between the unit and the Office of Human Resources, the HRBP provides high quality, business focused and strategic level guidance, resources, and support by explaining processes related to recruitment, hiring, onboarding, benefits, compensation and classification, leave of absence and reasonable accommodations, learning and development, performance management, employee/labor relations and offboarding procedures.

Under close supervision, incumbents perform routine duties while learning University policies and procedures and specific techniques and regulations to the broad area of human resources. As experience is gained, duties gradually become more diversified and are performed under more general supervision.

Essential Functions
Strategic Partnership:

• Serves as a member of the leadership/management team.
• Implements and communicates new or enhanced HR or University wide policies and processes including training on new processes as needed.
• Responsible for having a physical presence within the units served to help anticipate needs, drive key priorities, and understand assigned unit culture.
• Assesses training needs, both mandatory and development opportunities to include DEI training opportunities.
• Provides consultative support to management on strategic planning and organizational design initiatives.
• Serves as a resource for employees regarding all HR-related inquiries, concerns, milestones, and support.
• Advises management on Monthly Service Report analytics.

Recruitments and onboarding:

• Provides consultation and guidance to hiring managers and search committees with the recruiting process, including screening applicants, development of recruitment strategy, and the development of phone screen and/or interview questions.
• Provides guidance on staffing projections, creating/analyzing job descriptions, effective posting and advertising strategies, including broadening diversity.
• Provides administrative support throughout the recruitment and hiring process and move recruitments through the applicant tracking system until finalization.
• Facilitates the visa sponsorship process for all employees who require sponsorship with external counsel, the department, and the visa beneficiary.
• Provides tools to the supervisor and department to ensure a smooth and engaging onboarding experience for all employees.

Benefits:

• Provides general guidance on employee benefits eligibility, answers general questions, and collaborates with HR Operations to ensure operational continuity and consistent application of the process.
• Provides general guidance on retirement eligibility, answers general questions, and collaborates with HR Operations to ensure operational continuity and consistent application of the process.

Compensation:

• Serves as a strategic partner facilitating the University's compensation programs and salary practices.
• Advises and provides support in compensation matters including creative solutions to compensation challenges and stipends.
• Advises management on job description reviews, reclassifications, and promotions to ensure compliance with EEOC guidelines and University Policy.
• Applies knowledge of local, state, federal laws and employment trends that may affect compensation programs, practices, and policies.
• Provides needed documentation to ensure validity of compensation decisions.

Leave of Absence and Reasonable Accommodations:

• Provides guidance on workers' compensation, Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), and other leaves of absence as well as reasonable accommodations in alignment with federal and state laws and University of the Pacific policy and practice.
• Initiates the leave process and the interactive process for reasonable accommodation requests for all employees.
• Collaborates with HR Operations to ensure operational continuity and consistent application of leave and accommodation practices.

Performance Management, Employee Relations, and Investigations:

• Acts as a consultant and coach to managers on employee relations, performance management, talent development, and other HR-related matters.
• Serves as a resource for employees regarding HR-related inquiries, conflict resolution, and other workplace issues.
• Handles employee relations issues, including conflicts, grievances, and disciplinary actions, in accordance with University of the Pacific policies and applicable laws.
• Conducts HR investigations as needed according to University of the Pacific policy and applicable laws.
• Recommends solutions to create a positive and respectful work environment for all.

Off-boarding:

• Initiates off-boarding with all employees, including voluntary and involuntary exiting procedures.
• Conducts exit interviews for employee's leaving Pacific.

Other Strategic Support:

• Processes independent contractor forms.
• Collaborates with the HR team to design and implement HR programs and initiatives that support business goals and enhance employee engagement and retention.
• Leads or supports HR projects, such as workforce planning, organizational design, and change management.
• Stays informed about industry trends and best practices in HR, and proactively recommend innovative strategies and/or opportunities.
• Other duties as assigned.

University of the Pacific recognizes that diversity, equity, and inclusion is foundational to the success of our valued students and employees. We prioritize policy and decision-making that demonstrates awareness of, and responsiveness to, the ways socio-cultural forces related to race, gender, ability, sexuality, socio-economic status, etc. impede or propel students, faculty, and staff.

Minimum Qualifications

• Bachelor's Degree (Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post high school education coursework).
• Two (2) years of work experience in Human Resources.

Preferred Qualifications

• Bachelor's Degree in Human Resources or Business Administration.
• Knowledge of Human Resources administration and employment-life cycle laws and regulations.
• Ability to develop strong relationships with stakeholders by displaying integrity in service.
• Service focused attitude, high level of professionalism, discretion and judgement.
• Ability to problem solve with clear verbal and written communication skills.
• Ability to advise and explain processes, procedures and concepts in a simplified manner.
• Confident demeanor to advocate for changes, actions and development.
• Demonstrated experience in computer and software applications.
• Ability to work independently and within a team.
• Demonstrated effective organizational skills.
• Human Resources experience in a higher education setting.
• Experience and sensitivity in working with people of diverse backgrounds and cultures.
• Demonstrated experience in advancing social justice, equity, and inclusion in a university setting.
• Ability to engage and integrate culturally responsive practices and knowledge in their work.

Physical Requirements
The physical demands described here are representative but not definitive of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work Environment/Work Week/Travel: Work is primarily performed in a standard office environment with the use of computer, phone, and office equipment. Work is performed during standard business hours; additional time may be required to meet business needs and deadlines.

Valid driver's license required. Incumbent must also be able to meet the University's fleet rules and be eligible to drive for University business. The University and its insurance carrier reserves the right to exclude applicants based on their driving record.

Hiring Range
$70,304.00 per year. We consider factors such as, but not limited to, scope and responsibilities of the position, candidate's qualifications, internal equity, as well as market and organizational considerations when extending an offer.

Background Check Statement
All applicants who receive a conditional offer of employment are required to execute a release and authorization for a background screening.

AB 810 Misconduct Disclosure Requirement: University of the Pacific complies with California Assembly Bill 810, requiring candidates accepting conditional job offers to disclose any final administrative or judicial findings, ongoing proceedings, allegations, resignations under investigation, or appeals related to sexual harassment or misconduct within the past seven years.

Anti-Discrimination/EEO Policy Statement
University of the Pacific is an equal opportunity employer dedicated to workforce diversity across backgrounds, experiences, and viewpoints. Pacific does not unlawfully discriminate in its hiring of faculty and staff, or in the provision of its employment benefits to its faculty and staff on the basis of race, color, religion, national origin, ancestry, age, genetic information, sex/gender, marital status, military and veteran status, sexual orientation, medical condition, pregnancy, gender identity, gender expression, or mental or physical disability, or other legally protected characteristics or combination of such characteristics. While we strive to attract a broad and representative pool of candidates, all hiring decisions are made based on merit, selecting the most qualified individual for each position.