Human Resources Business Partner II

Overview

The Human Resources Business Partner (HRBP) will work with various departments in Yale’s central campus academic units to align HR objectives and initiatives to the business needs across the organization. The HRBP will serve as a strategic counselor, consulting and advising senior leaders along with their managers and staff in designated divisions and departments within Yale University. The HRPB will focus on delivering value-added guidance and partnership to management and employees in alignment with Yale’s business objectives and core values.

Essential Duties

• Consult, advise, and collaborate with assigned client areas on a range of strategic and tactical human resources (HR) matters including employee relations, compliance, compensation, performance management, labor relations, organizational and talent development, staffing, and benefits. Works with specialized areas within HR to create solutions.
• With a strong understanding of the designated areas, assess client needs and recommends HR solutions and initiatives to support strategic business objectives across all levels of the organization. Educates clients on relevant policies, procedures, and practices relative to an issue(s) as well as the legal aspects and labor relations implications of various decision options.
• Serve as the primary HR contact for assigned departments, partnering with stakeholders to: Proactively identify HR needs and implement immediate solutions and/or longer-term initiatives. Provide counsel on employee relations matters and manage/lead investigatory meetings, etc. Receive complaints and resolve through informal methods or conducting investigations into possible policy violations and drafting investigation summaries and recommend next steps. Facilitate conversations between employees and management and/or union. Partner with management and labor relations on labor strategy and relationships. Promote and ensure compliance with federal and state employment laws and regulations and University policies and procedures. Gather information and partner with General Counsel to formulate responses to CHRO, EEOC and FLSA complaints. Assess training needs and developing and delivering training to the community on relevant HR and policy matters. Work with Talent Acquisition and Compensation colleagues as needed to support recruitment and compensation requirements. Partner with managers and unit leaders to implement HR programs such as Individual Development Planning, Talent Management and Performance Management. Lead Talent Planning, Succession Planning, and other talent programs to support strategic goals of the assigned department. Analyze data including exit interviews, turnover data, workplace surveys and other tools to identify areas of potential improvement and impact for the department’s work and culture. Conduct exit interviews may participate in recruiting interviews and other departmental committees related to DEIB, culture or training.
• Recommends workforce plans and provides solutions. Provides strategic support for change by advising, influencing, and leading organizational design efforts. Reviews current and proposed organizational structure with the client to gain a clear understanding of the reasons for the planned change.
• Ability to tactfully balance clients’ requests and provide solutions in line with university policy, guidelines, and union contract.
• Coach and train other HR Business Partners.
• Serves as Lead on HR related projects and initiatives.
• Other duties as assigned.

Required Skills and Abilities

1. Proven ability utilizing interpersonal business skills and an ability to work effectively within a diverse organization. Demonstrated success in detailed work requiring accuracy, high level of productivity, organization and a sense of urgency. Well-developed organizational and interpersonal business skills.
2. Excellent oral and written communication skills. Proven ability building robust and lasting relationships with senior human resources and business leaders.
3. Superior customer service orientation. Ability to respond in a constructive and timely manner, in a fast-paced environment.
4. Solid understanding and demonstrable knowledge of employment laws, employee relations, compensation practices, organizational diagnosis and design, workforce planning, and sourcing. Excellent oral and written communication, influencing and conflict resolution skills. Ability to initiate actions and solve problems using sound judgment.
5. Proficiency with Microsoft Word/Excel, databases, and other/HRIS systems. Excellent critical and strategic thinking abilities. Ability to collaborate with leaders to drive change in the culture and management practices.

Principal Responsibilities

Strategic Consulting: Consult, advise, and collaborate with senior leaders and assigned client areas on a range of strategic HR matters, providing solutions for complex human resources challenges. Talent Acquisition Leadership: Partner with the recruitment team to support and lead strategic talent acquisition efforts, ensuring the hiring of high-caliber candidates. Organizational Development: Serve as a key advisor on organizational development and change initiatives, driving transformation and continuous improvement. Advanced Employee Relations: Address complex employee relations issues, providing expert guidance to managers on best practices and compliance with HR policies. Lead sensitive investigations as required. Diversity and Inclusion Leadership: Lead and support diversity and inclusion initiatives within client departments, promoting an inclusive workplace culture. Data-Driven Decision Making: Utilize data analytics to inform HR strategies and decisions, ensuring data-driven insights are leveraged for optimal outcomes. Comprehensive Performance Management: Oversee comprehensive performance management processes, including goal setting, performance appraisals, and development planning. Regulatory Compliance: Ensure compliance with federal, state, and Yale University HR policies and guidelines, staying abreast of regulatory changes and leading initiatives to maintain compliance. Training and Development Leadership: Identify training needs and lead training and development programs for employees. Partner with Organization Effectiveness (OE) and the Learning Center to address training needs. Mentorship and Development: Mentor and guide junior HR staff members, contributing to their professional development and growth. HR Projects and Leadership: Lead and participate in departmental HR projects and initiatives, contributing to the overall success of the Human Resources function.

Required Education and Experience

Bachelor’s Degree and five years of professional human resources experience or an equivalent education or experience in a closely related field.