Human Resources Business Partner

Human Resources Business Partner 1

Yale University is seeking a Human Resources Business Partner 1 (HRBP) to join the Employee Relations team and serve as part of a collaborative HR Business Partner team supporting Yale's Hospitality and Facilities organizations. This role provides both strategic and tactical HR support to leaders, managers, and employees across a dynamic, service-focused and operational environment.

The HRBP acts as a liaison to other HR functions—including compensation, benefits, labor relations, and staffing/talent acquisition—to deliver superior customer service and help organizations achieve their people, service, and operational goals. They will work closely with fellow HRBPs and HR colleagues to ensure coordinated, consistent support, and will be expected to be a nimble, proactive team player who communicates clearly and effectively in a fast-paced setting.

The ideal candidate will effectively investigate and resolve employee relations matters and support a positive workplace culture, while forming effective relationships with employees, managers, union representatives, and the HR team. They will ensure all HR activities are conducted in accordance with government legislation and regulations, collective bargaining agreements/contractual obligations, and University policy.

This position requires significant on-campus presence and the ability to travel between multiple locations to support Hospitality and Facilities teams. The HRBP will serve as a visible, accessible HR presence across worksites.

Required Skills and Abilities:

• Excellent critical, analytical, and strategic thinking abilities.
• Ability to direct and influence change and collaborate with leaders to drive improvements in culture and management practices. Strong influencing, conflict resolution, and interpersonal skills.
• Knowledge of staffing, compensation, employment law, labor relations, training and development, benefits, and HRIS applications.
• Proficiency with Microsoft Word/Excel, databases, and HRIS systems. Superior customer service orientation and ability to respond in a constructive and timely manner in a fast-paced environment.
• Demonstrated success in detailed work requiring accuracy, high productivity, organization, and a sense of urgency. Excellent oral and written communication skills.

Preferred Skills and Abilities:

• Ability to initiate actions and solve problems using sound judgment. Ability to manage multiple competing priorities with flexibility and adaptability.

Principal Responsibilities:

• Collaborative Partnership: Cultivates and fosters a collaborative partnership with departments in addressing human resource issues, which may include performing department-specific functions and faculty administration. Counsels managers on human resource policies and procedures and contractual obligations. Consults with the Director, Senior HR Business Partner, and HR specialists as needed.
• Client Understanding: Understands the client organization and mission and provides proactive guidance. Establishes strong relationships with employees and union representatives in the client base. Understands the unit's labor relations environment and provides support as needed. Facilitates enhancement of labor strategy and relationships within the unit.
• Organizational Support: Provides support for organizational change by advising, influencing, and assisting in organizational design efforts. Analyzes the impact of the change(s), explores options, and offers recommendations.
• Employee Relations: Works collaboratively on client issues, builds and maintains positive working relationships with Union representatives. Leads investigations of employee relations concerns. Educates, advises, and coaches managers/unit leaders and assists staff in resolving issues and grievances.
• Departmental Planning: Participates in departmental planning meetings, provides unit-specific tactical support as required. Develops, reviews, and updates new and existing department position descriptions. Works with Staffing and Compensation Representatives as needed to support recruitment and compensation requirements. May interview selected candidates at the request of the client.
• Policy Interpretation: Meets with the client base to interpret policy and contract provisions, assists with problem-solving, educates on risk factors, and advises on career development.
• Staffing Levels: Works with department managers to achieve appropriate staffing levels. Reviews all requests for departmental layoff. Conducts due diligence with regard to departmental restructuring. Ensures compliance with state and federal employment laws and contract provisions. Gathers information and partners with General Counsel to formulate responses to CHRO, EEOC, and FLSA complaints. Partners with Labor Relations and General Counsel in preparing the strategy for arbitration cases.
• Compensation Support: Works with clients and Classification and Compensation to support compensation proposals such as reclassifications, salary adjustments, supplemental compensation, etc. Guides managers and employees through the job evaluation/audit process.
• Performance Management: Consults and communicates to managers the performance management process. This includes goal setting, FOCUS, and the annual merit process. Reviews recommendations for performance ratings and salary increases and monitors for data integrity and compliance. Provides guidance to managers on compensation and performance issues.
• HR Program Implementation: Partners with managers and unit leaders to implement HR programs such as Individual Development Planning, Talent Management, and Performance Management. HR Function Resource: Serves as a resource for other HR functions, working with subject matter experts as needed to support employees. This includes areas such as leave of absences, benefits, Equal Opportunity Programs & Accommodations, and the Office of Diversity.
• Training and Development: Partners with Organizational Effectiveness (OE) and the Learning Center to address employee and/or departmental training and development needs. Identifies areas in need of attention and advises clients on recommended action plans along with information regarding available resources. Mentorship and Projects: Mentors other staff members, contributes to, and/or leads HR projects and programs.

Required Education and Experience: Bachelor's Degree in any field. At least 4 years of professional human resources experience.

Physical Requirements: Ability to travel between multiple locations.