Human Resources Business Partner

Mitchell Hamline School of Law is seeking to hire a full-time Human Resources Business Partner . This position serves as a partner to supervisors, managers, and staff at Mitchell Hamline School of Law, providing comprehensive human resources support to assigned areas of the School. The HR Business Partner develops an understanding of the operations, workforce needs, and priorities of assigned departments and provides guidance and support throughout the employment lifecycle, including workforce planning, recruitment, performance management, employee relations, compensation and classification, policy interpretation, leave and accommodations, onboarding, and offboarding. As a member of the Human Resources team, the HR Business Partner combines consultative support with hands‑on HR administration to provide responsive, practical, and consistent service to managers and employees. Essential Duties and Responsibilities Strategic Partnership & Organizational Effectiveness Serves as the primary HR partner for assigned departments, developing an understanding of their operations, workforce needs, and priorities and identifying opportunities to strengthen organizational effectiveness and the employee experience. Partners with managers to anticipate workforce needs, address people challenges, and implement practical solutions that support departmental and institutional priorities. Supports organizational change, including changes in structure, roles, staffing, processes, and ways of working. Uses workforce data, employee feedback, and HR trends to identify opportunities and recommend improvements. Provides guidance and support to managers and employees on HR policies, practices, and workplace matters. Employee Relations & Performance Coaches managers on employee relations, performance management, employee development, communication, and other people-related matters. Handles employee relations matters, including workplace concerns, conflicts, performance concerns, grievances, and disciplinary actions, in accordance with School policies and applicable laws. Conducts HR investigations and develops performance improvement plans and other corrective action in collaboration with managers. Identifies and partners with the HR team on matters requiring additional review based on complexity, sensitivity, risk, precedent, or institutional impact. Supports the School's performance management process and assists with the development and delivery of manager and employee training. Talent & Workforce Management Partners with hiring managers and search committees throughout recruitment and selection, including staffing needs, job descriptions, recruitment strategy, applicant screening, interviews, and selection. Supports recruiting administration, onboarding, orientation, and offboarding activities to provide an effective employee experience throughout the employment lifecycle. Reviews and develops job descriptions, participates in job evaluations, and conducts compensation and market analysis to support hiring, promotion, reclassification, and other compensation recommendations. Identifies recruitment, retention, and workforce trends within assigned areas and recommends opportunities for improvement. Conducts exit interviews and uses employee feedback to identify trends and opportunities. HR Programs, Compliance & Operations Interprets and applies HR policies and practices and supports compliance with applicable federal, state, and local employment laws and regulations. Provides guidance and support related to leaves of absence, workers' compensation, and reasonable accommodations in alignment with applicable laws and School policies and practices. Completes HRIS transactions, reporting, documentation, recordkeeping, I-9 administration, background checks, employment changes, and other employee lifecycle processes associated with assigned responsibilities. Identifies HR policies, processes, and practices that may need clarification or improvement and recommends or supports changes. Provides general HR department support and coverage, participates in HR and School-wide projects and initiatives, and performs other duties as assigned. An individual in this position must be able to successfully perform the essential duties and responsibilities listed above. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this position. Knowledge, Skills, and Abilities Broad knowledge of human resources practices and employment-related laws and regulations. Ability to develop effective working relationships and establish credibility with managers and employees. Strong communication, interpersonal, coaching, problem-solving, and conflict resolution skills. Ability to exercise independent judgment and provide practical guidance on employee and workplace matters. Ability to identify opportunities, recommend solutions, and support organizational change. Ability to recognize when additional consultation or escalation is appropriate. Service-focused approach with a high level of professionalism, discretion, and judgment. Ability to work independently, manage multiple priorities, and collaborate across departments. Ability to balance consultative HR responsibilities with hands‑on operational and administrative work. Ability to effectively use HR technology and data to support decision-making and HR operations. Minimum Qualifications Bachelor's degree in Human Resources, Business Administration, or a related field; or a combination of relevant education, training, and experience. Three or more years of progressively responsible human resources experience. Broad experience across multiple human resources functions, such as employee relations, performance management, recruitment, compensation, HR operations, leave administration, or policy interpretation. Working knowledge of applicable employment laws and HR practices. Experience using HR information systems and standard business software. Preferred Qualifications Master's degree and/or professional certification such as SHRM-CP or PHR. Additional progressive Human Resources experience. Experience providing HR consultation and support directly to managers. Human Resources experience in higher education. Experience with Paycom or a similar HRIS. Pay Range The anticipated salary range for this position is $80,000 - $95,000 per year, depending on qualifications. Benefits Health insurance Dental insurance Life/AD&D insurance (MHSL pays for) Optional Life Insurance Disability Benefits (MHSL pays for) Generous Holidays and Winter Break 403(b) Retirement plan (Generous MHSL match) Employee Assistance Program (EAP) Competitive compensation package Mitchell Hamline School of Law does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service or other non-merit factor. Notice of Nondiscrimination re: Title IX Sex Discrimination Mitchell Hamline School of Law prohibits sex discrimination in any education program or activity that it operates. Individuals may report concerns or questions about sex discrimination or harassment to the Title IX Coordinator. The notice of nondiscrimination and information about reporting concerns is located on our website ( #J-18808-Ljbffr