Job DescriptionDescription: The Human Resources Partner (HRP) serves as a consultative, solutions-oriented liaison between the Human Resources Department and assigned schools, divisions, and administrative departments. The HRP reports to the Associate Director, Human Resources. This role is a key driver in the evolution of the HR function into a high-touch, accessible, and strategic partner. The HRP balances employee-centered service with a commitment to consistency, operational clarity, and the optimization of HR systems.
The HRP provides essential guidance on employee relations, performance management, workforce planning, and policy interpretation. Acting as a "functional expert," the HRP ensures that HR initiatives in total rewards, engagement, and development are executed seamlessly across their portfolio, maintaining a unified "One HR" approach across the community.
This role requires 4 days on-site with one remote day, subject to change due to the needs of the operation.
This is an exempt role.
The salary for this role is $90K-$95K per year.
Role Responsibilities:Strategic HR Partnership - Serve as a dedicated HR liaison for assigned portfolios, navigating both union and non-union environments with a focus on building high-trust relationships.
- Advise leadership on the application of HR policies, collective bargaining agreements (CBAs), and employment laws to ensure fair and transparent operations.
- Partner with the AVP and Associate Director to implement workforce planning and talent management strategies tailored to the unique needs of the performing arts environment.
Employee Relations and Workplace Support - Provide high-trust, confidential consultation to employees and managers on workplace concerns, conflict resolution, performance matters, and policy questions.
- Support investigations, documentation, and resolution processes in alignment with HR's Code of Ethics and confidentiality standards.
- Champion adoption and consistent use of Oracle (Cadence) HRIS, supporting employees with transactions and troubleshooting with the goal of teaching self-service.
- Collaborate with the HCM team and HR leadership to improve data integrity, streamline workflows, and reduce manual administrative tasks.
- Partner with the Office of Community and Culture (OCC), Non-discrimination & Title IX, to ensure coordinated support for employees, following the "No Wrong Door" philosophy.
Talent Acquisition & Onboarding Support - Partner with hiring managers in understanding and successfully completing the hiring process for positions within their portfolio.
- Works closely with the HR Manager to ensure job scoping, leveling, and crafting of job descriptions is consistent with the HR title and grade structure recommendations.
- Actively engage in new hire orientation including follow up with new hires during the onboarding process. Lead the 30-60-90 day orientation touchpoints to ensure new hires are successfully integrated into the organization and their specific roles. Conducts 6 month employee stay interviews.
Performance Management - Guide managers on performance management practices, coaching strategies, and constructive feedback aligned with organizational values.
- Support and market HR-led initiatives for leadership development, coaching, and continuous learning within the portfolio group.
- Help departments identify training needs and partner with HR colleagues to deliver customized learning solutions.
Change Management & HR Engagement - Participate in HR's engagement and access strategy to improve communication, visibility, and trust across the School.
- Support change management efforts during implementation of new HR tools, policies, and process improvements.
- Contribute to developing and maintaining employee resources, policy creation, process maps, and standard operating procedures.
Special Projects - Undertake cross-functional HR initiatives related to policy standardization, compensation structure, HR team development, workforce planning, and OCC alignment.
- Provide project management support to HR leadership on department-wide priorities.
- Other related duties as assigned.
Minimum Requirements: - Bachelor's degree in human resource management, labor relations, business administration, or related field.
- 4-6 years of progressive HR experience with demonstrated employee relations, generalist, or business partner-level duties.
- Foundational knowledge of labor relations and experience working in collective bargaining agreements.
- Strong knowledge of employment laws, leave administration, and HR best practices.
- Experience using HRIS systems (Oracle/Workday/PeopleSoft strongly preferred).
- Excellent communication, interpersonal, coaching, and relationship-building skills.
- Ability to exercise sound judgment, maintain strict confidentiality, and navigate sensitive matters with discretion.
- Excellent verbal and written skills in order to draft policies, conduct investigations, and counsel staff.
- Demonstrated ability to work in a high-volume, fast-paced, deadline-driven environment.
Preferred Background: • General understanding of Benefits, Retirement Plans, Leaves and ADA Accommodations
