Human Resources Business Partner (HRBP)

Posting Details

Position Information

Posting Number
NONAC3780

Job Title
Human Resources Business Partner (HRBP)

Position Title
Human Resources Business Partner (HRBP)

Position Type
Non-Faculty

Number of vacancies
1

Salary
Commensurate with experience

Department
Human Resources

Position Summary

MSM People function is transforming Human Resources to expand our support of our institution as MSM leads in the creation and advancement of health equity. Through strategic imagination, agility, resilience, and active collaboration, we deliver the talent and organizational strategies that deliver results for our institution. We are preparing for the future of our organization and the workplace by devising progressive HR and talent solutions that empower our employees and enable a culture of collaboration and innovation

We are looking for professionals who have a futurist view, think on their feet, and focus their efforts on supporting our leaders as we grow our institution, lead strategic programs with the greatest potential for positive impact, and manage our HR processes and practices within their client organizations with MSM's Research Enterprise.

The Role:

The Human Resources Business Partner (HRBP) serves as an influential people partner, advising our mission area leaders. This leader plays a key role in crafting and implementing the HR strategy and programs in support of short-term and long-term mission area goals with the overall goal of attracting, retaining, and developing the best talent.

*The role is on-site at Morehouse School of Main Campus.

Minimum Qualifications

Education: Bachelor's Degree or higher from a regionally accredited college or university

Experience: 10+ years of related HR experience with at least 3+ years of progressive leadership experience in HR disciplines with a strategic focus

Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.

Experience working with, coaching, and influencing leaders

Proven ability to influence and partner with leadership and individual contributor levels of the organization to achieve results

Strong HR and business acumen, including problem-solving skills, critical thinking, and self-initiative

Ability to maintain confidentiality

Ability to diagnose a problem and identify and drive appropriate solutions

Preferred Qualifications

Education: Graduate degree in business, HR or related field

HR certification such as PHR, SPHR or GPHR

Experience: 15+ years of related HR experience with 5+ years of HR in an HR leadership role

Demonstrated ability to drive human resource strategies and programs in a complex, fast growing, and dynamic environment

Previous experience in a clinical/healthcare or academic healthcare setting is strongly desired.

Executive presence, ability to successfully present to and communicate with senior leaders

Demonstrated ability to work in a matrix organization

Proficient in HR Competencies

Closing Date

Open Until Filled
Yes

Special Instructions to Applicants

Employment in this role may be contingent upon extramural funding and successful performance and may be terminated or reduced in percentage of appointment if such funding is not secured or ceases to be available.

Quick Link
https://careers.msm.edu/postings/24501

Description of Job Duty

Responsibilities:

Strategic Partner and Change Agent:

• Develop, lead, implement, and execute people strategy opportunities to compete and succeed. Contribute to the execution of the strategic plan through the creation and implementation of people strategies that attract, develop, and retain talent.
• Collaborate with and influence leaders to prioritize strategic people priorities and solutions that accelerate the achievement of mission area or department's priorities through talent management, diversity and inclusion, rewards and recognition, and organizational effectiveness.
• Serves as a consultant to management on human resource-related issues and acts as an employee champion and change agent for the client base.
• Assesses and anticipates HR-related needs and communicates needs proactively with institutional leadership and seeks to develop integrated solutions.
• Formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the institution.
• Work collaboratively across the organization. Be the influencer for the rest of the Human Resource team to ensure the institution receives the best support to ensure the delivery of people strategies.
• Anticipate and respond to changing MSM needs. Influence lasting change in assigned departments by serving as a change advocate on institution-wide strategies and initiatives.

Culture Steward:

• Be the cultural enabler for the organization. Promote a culture and environment that is productive, open, and empowering, and coach others to behave in line with our management and leadership principles.
• Monitor employee attrition through exit interviews, report findings, and recommend retention strategies. Identify trends. Monitor and recommend strategies to address employee engagement.
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Create the culture that enables the organization to be successful. In partnership with the leader, develop and drive the employee engagement strategy to help make MSM the very best place to be.

Talent Advisor:

• Develop and execute resourcing and talent strategies for the organization that ensure we have the right people in the right place at the right time. Interpret data insightfully and generate original insights for strategic talent priorities. Analyze qualitative and quantitative data to solve problems and drive continuous improvement of talent priorities.
• Work closely with area leadership to identify, coach, and develop talent.
• Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
• Facilitates talent reviews, succession planning, and workforce planning for the business units.
• Identifies training needs for business units and individual management coaching needs.
• Supports the development and implementation of HR plans, programs, and tools with leaders and centers of excellence to build and enhance organizational capability.

Positive Employee Relations and HR Compliance:

• Manages and resolves complex employee relations issues.
• Conducts effective, thorough, and objective investigations
• Provides HR policy guidance and interpretation.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Partners with the Director of Employee Relations, Office of General Counsel, and Office of Compliance as needed/required.

HR Architect / Organization Design:

• Provides strategic guidance on business unit restructures.
• Proactively reviews established organization design and coaches leaders on options to realign organization to achieve maximum effectiveness and productivity.
• Develops unit or mission area workflows, suggests organization design opportunities
• Builds organization structure options and recommendations.
• Documents work efforts that structure needs to support, teases out and maps roles and jobs, develops job descriptions.
• Assists unit leader in implementation of organization design.
• Executes strategic workforce planning inside units. Identifies areas of concern or risk.
• Works on acquisitions and integration as needed.

Leveraging Data:

• Leverages data to identify and address trends in engagement, turnover, staffing, etc.
• Interprets data and provides insights to leaders to generate strategic talent priorities.
• Analyze qualitative and quantitative data to solve problems and drive continuous improvement, employee engagement, staffing, etc.

Other duties as assigned.

Typically supports 200-400+ employees.