Human Resources - Employee Relations

77901BR

Human Resources Business Partner

None - Not included in the union (Yale Union Group)

Full time

Regular

Administration & Operations

Manager; Program Leader (25)

Click here to see our Wage Ranges

Central Campus

221 Whitney Avenue
New Haven, CT 06511

Standard (M-F equal number of hours per day)

Human Resources

37.5

Yale University is looking for a Human Resources Business Partner (HRBP) to join the HR team and partner with the Yale Facilities and Campus Development organization.
The HRBP will provide both hands on support to employees and managers as well as serve as a strategic counselor, consulting and advising senior leaders along with their managers and staff. The HRBP will focus on delivering value added guidance and partnership to management and employees in alignment with Yale’s business objectives and core values. Employee relations, labor relations, investigations, performance management, policy interpretation and implementation, compensation analysis, talent planning, succession planning, data analytics, and training and development will all be a part of the day to day for this role.
As a thought partner, the HRPB participates in regular client management strategy and project planning sessions. Applying broad knowledge of HR policies and practices, the HRBP works on large-scale client-specific projects and participates in projects within the Human Resources department as needed. This role continually assesses client needs and develops/introduces HR solutions or initiatives that support business objectives to help move the organization forward, demonstrating thorough understanding of the department culture, priorities and tactical realities while balancing the requests of the client with university policy and guidelines.
The ideal candidate will drive outcomes, support a positive work culture and sense of belonging, while forming effective consultative and coaching relationships.
This position will require significant on campus presence.

Principal Responsibilities: 1. 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. 2. 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. 3. 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. 4. 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. 5. Ability to tactfully balance clients’ requests and provide solutions in line with university policy, guidelines, and union contract. 6. Coach and train other HR Business Partners. 7. Serves as Lead on HR related projects and initiatives. 8. Other duties as assigned.

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

Excellent critical, analytical, and strategic thinking abilities. Ability to direct and influence change. Ability to collaborate with leaders to drive change in the culture and management practices. Ability to initiate actions and solve problems using sound judgment.

Knowledge of staffing, compensation, employment law, labor relations, training and development, benefits and HRIS applications. Proficiency with Microsoft Word/Excel, databases, and other/HRIS systems.

Superior customer service orientation and ability to respond in a constructive and timely manner, in a fast-paced environment. Excellent oral and written communication, influencing and conflict resolution skills.

Demonstrated success in detailed work requiring accuracy, high level of productivity, organization, and a sense of urgency. Demonstrated flexibility and adaptability.

Developed organizational and interpersonal business skills and ability to work effectively within a diverse organization. Experience building robust and lasting relationships with senior human resources and business leaders.

Ability to travel between multiple locations.

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All candidates for employment will be subject to pre-employment background screening for this position, which may include motor vehicle, DOT certification, drug testing and credit checks based on the position description and job requirements. All offers are contingent upon the successful completion of the background check. For additional information on the background check requirements and process visit "Learn about background checks" under the Applicant Support Resources section of Careers on the It's Your Yale website.

Thank you for your interest in employment at Yale University. Please also note that the university has a COVID-19 vaccination and booster requirement for all students, staff & faculty which is described in the COVID-19 Vaccine Program. As you search our open positions, you will see that all postings list their on-site addresses which gives more detail on the on-campus work location of the role.

The intent of this job description is to provide a representative summary of the essential functions that will be required of the position and should not be construed as a declaration of specific duties and responsibilities of the particular position. Employees will be assigned specific job-related duties through their hiring departments.

University policy is committed to affirmative action under law in employment of women, minority group members, individuals with disabilities, and protected veterans. Additionally, in accordance with Yale’s Policy Against Discrimination and Harassment, and as delineated by federal and Connecticut law, Yale does not discriminate in admissions, educational programs, or employment against any individual on account of that individual’s sex, sexual orientation, gender identity or expression, race, color, national or ethnic origin, religion, age, disability, status as a special disabled veteran, veteran of the Vietnam era or other covered veteran.

Inquiries concerning Yale’s Policy Against Discrimination and Harassment may be referred to the Office of Institutional Equity and Accessibility (OIEA).

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