Human Resources Business Partner

An employee facing position, able to deliver value to the organization and drive decision‑making processes, through partnership with supervisors. This role will be key to strengthening our culture and employee experience, putting business acumen to work by using data to influence decisions, empowering supervisors in more effectively and wholistically leading their teams, and being a coach and a consultant to both supervisors at all levels and employees. Remain informed of state and federal laws, regulations, and competitive practices, ensuring the company’s policies and programs conform to laws and regulations and are designed to attract and retain employees. Supports business objectives and serves as an employee advocate on business issues. Strategic Leadership 50% Provides comprehensive human resources consultation and services to the units and divisions assigned, for the purpose of promoting and supporting a highly engaged workforce, committed to the values and driven by the College’s Human Capital Strategy. Drives key people strategies to support supervisors and employees to meet organizational outcomes. Provides timely and effective coaching and development, focusing on supervisors. Effectively administers all human resource policies and procedures. Ensures organizational risks are mitigated. Collaborates with functional HR areas (payroll, benefits, HRIS, recruitment, etc) to support division/unit outcomes and strategies. Advises supervisors on how to effectively use data and other assessment methodologies to identify behaviors, gaps or emerging trends. Utilizes team effectiveness methodology and interventions to support teams in forming, developing, and operating at optimal levels of performance. Models and applies a data‑informed approach and systems‑based thinking grounded in the College’s culture of inquiry and evidence, and may include reporting and analysis of key performance indicators detailed in the Employee Retention and Success Dashboard. Contributes to improving the inclusion and equitable best practices. Coaches supervisors on positive employee relations strategies to maintain engagement and preserve open and direct communication with employees. Works to proactively identify people issues and creative solutions to support the business needs. This may include conducting stay/exit interviews, facilitating team sessions, and/or analyzing termination trends. Coaches supervisors, and employees, as appropriate. Develops, proposes, and implements plans to address issues. Project Management 20% Monitors employee engagement survey results, coaching and consulting on matters of team culture and development, including performance management, individual and team development. Acts as administrator of at least one system or program (i.e., employee engagement, compliance, New Leader Orientation, Performance Management). Acts as a project coordinator as assigned and detailed in college, inter‑unit, and unit goals each year. This may include, but is not limited to, identifying key success metrics, meeting project milestones, leading task forces, writing executive summary reports, designing and presenting project outcomes/results and recommendations to College governance groups, senior and executive leaders. Facilitates and presents at meetings, leadership development training, employee experience, and team development. Ensures that human resources policies and practices are applied with fairness and consistency. Provides support in areas such as corrective action, employment resignation, retirement, and termination. Plays a significant role in the ongoing performance of interdisciplinary teams (i.e., employee safety, employee experience, employee engagement). Leads in conducting investigations related to employee concerns, coordinating with internal and external resources in formulating responses. Serves as a Title IX investigator. Ensures that the bargaining agreements are applied with consistency. Develops strong relationships with Union Presidents. Advises leaders in contract language and serves on the negotiating team. Provides assistance with grievance responses. Cross‑trains in other business partner data and projects for coverage, when necessary. Other 5% Participates on strategic and/or functional cross‑departmental teams, committees and councils. Participates in professional associations/organizations and educational activities that enhance Human Resources competencies, knowledge, business, and interpersonal skills. Remain knowledgeable of current state and federal laws, regulations, and trends in the field of Human Resources. Performs any and all other duties assigned that support the mission, vision, values and strategic initiatives of College of Lake County and goals of the Human Resources unit. Required Qualifications Bachelor's degree from an accredited college or university in Human Resources, Organizational Development, Management or Business, or equivalent experience. A minimum of five years of progressive experience in human resources, organizational development, or employee relations, including successful team interventions, leader coaching, and performance management. Demonstrated ability to prepare and coach supervisors on sound and current policies and practices. Demonstrated working knowledge of multiple human resource disciplines and business practices. Excellent communication, presentation, facilitation, and interpersonal skills, with an ability to build/foster strong trusting relationships, influence supervisors, and develop solutions to achieve results. Analytical ability, business, industry, and financial acumen. Self‑directed, self‑motivated, agile to change and ability to take initiative to identify and anticipate division needs and effectively manage conflicting priorities and deadlines. Ability to understand and use relevant HR technology systems to support business needs. Local travel required, to campuses throughout Lake County. Desired Qualifications Master’s degree from an accredited college or university in Human Resources, Organizational Development, Management, or Business, or SHRM‑SCP or SPHR certification. Working knowledge of measurement concepts, data mining, and analysis. Working knowledge of payroll processes. Trainer certification in Crucial Learning (Crucial Conversations for Mastering Dialogue, Crucial Conversations for Accountability, Crucial Influence). Experience with union contracts. Salary $75,190 - $80,000. The salary offer in this range will be commensurate with the candidate’s background and experience. Benefits and other terms and conditions of employment are highly competitive. Work Schedule 40+ core hours are 8:00 a.m. - 4:30 p.m. Hours may vary depending on the needs of the college. #J-18808-Ljbffr