Edtech.com's Summary

New York Medical College is hiring an HR Business Partner. This role involves acting as the primary HR consultant for managers and employees, aligning organizational objectives with HR strategies, managing complex employee relations, and leading strategic HR projects to enhance service delivery and compliance.

Highlights

Acts as primary contact for managers and employees for HR issues.
Consults with line management to provide HR guidance and influence decisions.
Leads strategic HR projects and supports employee development programs.
Manages complex employee relations and conducts investigations.
Provides guidance on HR policies, collective bargaining, and compliance with legal requirements.
Assists in performance management, job descriptions, hiring, promotion, and transfers.
Identifies organizational development opportunities and facilitates training programs.
Requires proficiency in Microsoft Office and HR systems.
Minimum of 4 years HR experience, preferably in higher education, with strong interpersonal and communication skills.
Educational requirement is a Bachelor's degree; Master's preferred.
Salary ranges from $53,040 to $66,300 per year.

HR Business Partner Full Description

Overview:

The HR Business Partner (‘HRBP”) is responsible for aligning client/organizational objectives with HR plans and services. The role is key to the effective integration of HR value-added services with the administrative and academic departments of the college. The HR Business Partner is responsible for the overall service delivery of the business partner function and focuses on the strategic impact of HR. The position serves as a consultant to management on human resource-related issues, determining alternative courses of action, assessing risk, and proposing integrated solutions to achieve desired outcomes.

Responsibilities:

Primary point of contact for managers and employees.
Consults with line management, providing HR guidance by presenting options and influencing decision-making.
Establishes and manages strategic projects, often in conjunction with supervisors and HR colleagues across the organization.
Support managers in the use of, and participation in, the Employee Development Program for administrative staff.
Helps to analyze trends and metrics to develop solutions, programs and policies.
Manages and resolves complex employee relations issues, including providing guidance to managers on performance improvement plans.
Assists with conducting effective, thorough and objective investigations.
Conducts exit interviews, and determines trends.
Provides HR policy and collective bargaining unit guidance and interpretation.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, e. FLSA, ensuring regulatory compliance. Partners with the legal department as needed/required.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Assists managers in the creation of job descriptions, and provides guidance in hiring, promotion and transfer processes and decisions.
Identifies organizational development opportunities, and facilitates identification/creation of employee training programs.
Ensures overall high quality service delivery of the business partner model.
Lead high visibility HR process/technology improvement projects, as assigned.
Other tasks as assigned by the Assistant Director or Director of Human Resources.

Qualifications:

Education requirement: Bachelor’s Degree required. Master’s degree or other advanced education with emphasis in Business, Employment, Human Resources and/or Labor Relations preferred.

Technical/Computer skills: Proficiency in Microsoft Office Suite including Word, Excel, PowerPoint, Outlook. Experience in HR systems and technology.

Prior experience: 4 or more years of Human Resources experience, including working knowledge of HR services (employee relations, performance management, compensation, talent management and recruitment, organizational development, employment law) preferably in higher education. Strong interpersonal skills. Demonstrated proficiency in communication (written and verbal). Overall business acumen, ethical decision making and relationship management skills.

Physical: Office work with extensive computer usage. Extensive sitting and standing. Ability to lift up to 5 lbs. Minimum Salary: USD $53,040.00/Yr. Maximum Salary: USD $66,300.00/Yr.

Original Job Description

Overview:

Primary point of contact for managers and employees.
Consults with line management, providing HR guidance by presenting options and influencing decision-making.
Establishes and manages strategic projects, often in conjunction with supervisors and HR colleagues across the organization.
Support managers in the use of, and participation in, the Employee Development Program for administrative staff.
Helps to analyze trends and metrics to develop solutions, programs and policies.
Manages and resolves complex employee relations issues, including providing guidance to managers on performance improvement plans.
Assists with conducting effective, thorough and objective investigations.
Conducts exit interviews, and determines trends.
Provides HR policy and collective bargaining unit guidance and interpretation.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, e. FLSA, ensuring regulatory compliance. Partners with the legal department as needed/required.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Assists managers in the creation of job descriptions, and provides guidance in hiring, promotion and transfer processes and decisions.
Identifies organizational development opportunities, and facilitates identification/creation of employee training programs.
Ensures overall high quality service delivery of the business partner model.
Lead high visibility HR process/technology improvement projects, as assigned.
Other tasks as assigned by the Assistant Director or Director of Human Resources.

Qualifications:

Education requirement: Bachelor’s Degree required. Master’s degree or other advanced education with emphasis in Business, Employment, Human Resources and/or Labor Relations preferred.

Technical/Computer skills: Proficiency in Microsoft Office Suite including Word, Excel, PowerPoint, Outlook. Experience in HR systems and technology.

Physical: Office work with extensive computer usage. Extensive sitting and standing. Ability to lift up to 5 lbs. Minimum Salary: USD $53,040.00/Yr. Maximum Salary: USD $66,300.00/Yr.

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