Human Resources Business Partner

Edtech.com's Summary

Wright State University is hiring a Human Resources Business Partner. The role involves working with various client groups to provide strategic HR consultation, including workforce planning, employee relations, talent acquisition, and organizational development to support university leadership and meet business needs.

Highlights

Serve as primary HR contact for assigned client groups and provide strategic guidance to leadership.
Conduct strategic workforce planning including succession planning, compensation review, and workforce analysis.
Manage employee relations and performance management, including conflict resolution and corrective actions.
Advise on talent acquisition, recruiting processes, onboarding, and staff engagement.
Coordinate organizational development, learning, and change management initiatives.
Participate in university-wide HR programs, policy development, and training initiatives.
Proficient knowledge of HR strategic practices and compliance with ADA, FMLA, FLSA, and related laws.
Minimum qualifications include a bachelor's degree and 8 years of HR experience; preferred qualifications include a master’s degree and HR certifications such as PHR, SPHR, GPHR, or SWP.
Minimum salary $67,000 with a 100% FTE position in the Human Resources department.
Work involves supporting colleges, divisions, and units across the university through collaboration and consultative HR services.

Human Resources Business Partner Full Description

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Position Information

Position Information (Default Section)

EEO Statement	Wright State University is an equal opportunity employer.
Faculty Rank or Job Title	Human Resources Business Partner
Job Category:	Administrative (exempt/non-exempt)
Department	Human Resources
EEO number:	26P080
Position FTE	100%
Minimum Annual or Hourly Rate	$67,000
Salary Band:	S06
Job Summary/Basic Function:	Human Resources Business Partners (HRBPs) are assigned to work with various client groups (colleges/divisions/units) and work closely with leadership to provide proactive and strategic HR consultation to help meet the business needs of the university. This is done through strategic workforce planning (including succession planning and compensation review), employee relations/performance management, talent acquisition and engagement, as well as organizational development and implementation of university-wide programs.
Minimum Qualifications	Bachelor’s degree in HR, business or related field and 8 years of HR experience. Knowledge of strategic HR practices including workforce planning, compensation, employee relations, talent acquisition and organizational development. Integrity and judgement necessary to maintain strict confidentiality at all times. Good judgment, diplomacy, and objectivity to effectively and appropriately make decisions. Demonstrated ability to build and develop relationships, gain the respect of customers, and to effectively manage the client group relationships. Experience coaching all levels of management in the areas of conflict management, employee development and employee relations issues. Aptitude to define problems, identify trends, collect data, and establish facts to draw valid conclusions. Excellent verbal/written communication skills. Experience working both independently and collaboratively with employees at various levels of the organization to identify and implement HR solutions.
Preferred Qualifications	Master’s degree. Certifications: PHR, SPHR, GPHR, or SWP.
Essential Functions and percent of time:	20% Understanding and Support of Assigned Client Groups Serves as primary HR contact for leaders of assigned client groups and provides strategic HR guidance and support of their goals and initiatives. Seeks thorough understanding of needs and objectives to aid in that support while balancing risk and broader university outcomes. Facilitates timely actions and communications between assigned client groups and HR Centers of Excellence (COE) in compensation, talent acquisition, labor relations, benefits and HR Operations. Provides guidance to faculty and staff in assigned client groups to facilitate responsive customer service for HR-related questions and concerns. Integrates best practices into consultation and ensures compliance under ADA, FMLA, FLSA and other applicable federal, state and local laws, as well as university policies. 25% Strategic Workforce Planning Guides development of strategic workforce planning proposals that meet the needs of the assigned client groups, in consideration of broader university needs. Performs compensation benchmarking to assist the Compensation COE in job audits, salary adjustments and reorganizations. Assists client groups with job content and communicates placement of roles within the university compensation structure. Assists in workforce analysis to identify talent, knowledge and skill-set gaps. Helps leaders develop sustainable succession planning and knowledge transfer. Conducts both ‘exit’ interviews and ‘stay’ interviews to identify concerns and issues that create undesirable workplace turnover. Provides both leader and employee support during job elimination and retrenchment actions. 20% Employee Relations and Performance Management Provides confidential and strategic consultation to leaders regarding university processes and procedures regarding performance management, including corrective action, discipline and termination of employment. Collaborates with leaders to develop and implement effective employee relations and talent management practices with attention to fair and objective implementation. Coaches supervisors on addressing and improving individual/team performance and productivity. Provides direction on performance evaluation methods and approaches. Assists with problem/conflict resolution and provides responsive support to emergency employee relations situations. Conducts impartial investigations into employee conduct. Conducts due process meetings and grievance hearings for classified and bargaining unit staff, as appropriate. Advises individual faculty and staff regarding employee relations policies and procedures. 15% Talent Acquisition and Engagement Advises hiring managers on new job description content and initial placement of jobs/salaries within the university classification and compensation structures. Provides consultation for all phases of the recruiting process with hiring managers and search committees, i.e. planning of staffing projections, succession planning, applicant pool development, job posting and advertising, screening and selection. Incorporates best practices into recruiting/selection discussions with hiring managers and search committees. Engages with hiring manager regarding effective onboarding plans for new hires.
Essential Functions and percent of time (cont'd):	10% Organizational Development Coordinates learning and change management interventions to meet goals and needs of client groups and the broader university. Analyzes trends and assists in designing and delivering programs, policies, training and tools that align with university strategic plans, competencies, and objectives. Supports leader, supervisor and employee growth, i.e. coaching, mentoring, advising. Works with other HRBPs and university personnel to provide training and development expertise to programs at both the client group and university level. 5% University-wide Programs Participates/Facilitates/Leads ad hoc committees that impact university policy/procedure changes and general operations. May be asked to participate in employee training initiatives, program rollouts, etc. Stays current with university administration goals and objectives in order to align effective HR strategies with client group and employee needs. Engages with HR COEs to stay abreast of HR policies and procedures, laws and regulations. Compiles data, reports and/or metrics as requested. 5% Other duties as assigned Undertakes other duties as assigned to assist HR in maintaining operations and/or agility goals.
Non-Essential Functions and percent of time:
Working Conditions	General office environment. To preserve the safety and security of the campus community and to maintain the integrity of university operations, it is the policy of Wright State University making an employment offer contingent on various background checks, such as a criminal record, credit history when job related and/or education verifications. Additionally, an administrative review shall be conducted whenever the university learns that an employee is charged with or convicted of a crime (except for minor vehicle violations). Frequently asked questions related to background checks may be found on the Human resources website at http://www.wright.edu/human-resources. Effective July 1, 2017, per Policy 7230 Wright State University is tobacco-free. Tobacco use, including the sale, advertising sampling and distribution of tobacco products and tobacco related items is prohibited in all university facilities, on all university owned or leased grounds, university owned or operated residence halls and apartments, and at all university sponsored events regardless of location. Tobacco use is also prohibited in all university vehicles or on any equipment owned, leased or operated by Wright State University. This policy applies to anyone on campus including students, faculty, staff, visitors, consultants, vendors, patients, volunteers, and contractor employees.
Special Instructions to Applicants
Posting Date	10/29/2025
First Consideration Date:	11/06/2025
Closing Date
Open Until Filled	Yes

Supplemental Questions

Required fields are indicated with an asterisk (*).

* How did you hear about this position at Wright State University? Please check all that apply.
- WSU Careers website
- Academic Careers
- Academic Keys
- Chronicle
- Diversity in Higher Ed
- Diverse Issues in Higher Ed
- Facebook
- HBCU
- Higher Ed Jobs
- Inside Higher Ed
- LinkedIn
- Social Media
- Personal referral
- Women in Higher Ed
- Other
- Job Fair or Hiring Event

Required Documents

Required Documents

Resume/CV
Cover Letter

Optional Documents

Home

3640 Colonel Glenn Hwy., Dayton, OH 45435 USA

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Original Job Description

Employment Opportunities

Toggle navigation

Human Resources

Human Resources Business Partner Bookmark this Posting Print Preview | Apply for this Job

Position Information

Position Information (Default Section)

EEO Statement	Wright State University is an equal opportunity employer.
Faculty Rank or Job Title	Human Resources Business Partner
Job Category:	Administrative (exempt/non-exempt)
Department	Human Resources
EEO number:	26P080
Position FTE	100%
Minimum Annual or Hourly Rate	$67,000
Salary Band:	S06
Job Summary/Basic Function:	Human Resources Business Partners (HRBPs) are assigned to work with various client groups (colleges/divisions/units) and work closely with leadership to provide proactive and strategic HR consultation to help meet the business needs of the university. This is done through strategic workforce planning (including succession planning and compensation review), employee relations/performance management, talent acquisition and engagement, as well as organizational development and implementation of university-wide programs.
Minimum Qualifications	Bachelor’s degree in HR, business or related field and 8 years of HR experience. Knowledge of strategic HR practices including workforce planning, compensation, employee relations, talent acquisition and organizational development. Integrity and judgement necessary to maintain strict confidentiality at all times. Good judgment, diplomacy, and objectivity to effectively and appropriately make decisions. Demonstrated ability to build and develop relationships, gain the respect of customers, and to effectively manage the client group relationships. Experience coaching all levels of management in the areas of conflict management, employee development and employee relations issues. Aptitude to define problems, identify trends, collect data, and establish facts to draw valid conclusions. Excellent verbal/written communication skills. Experience working both independently and collaboratively with employees at various levels of the organization to identify and implement HR solutions.
Preferred Qualifications	Master’s degree. Certifications: PHR, SPHR, GPHR, or SWP.
Essential Functions and percent of time:	20% Understanding and Support of Assigned Client Groups Serves as primary HR contact for leaders of assigned client groups and provides strategic HR guidance and support of their goals and initiatives. Seeks thorough understanding of needs and objectives to aid in that support while balancing risk and broader university outcomes. Facilitates timely actions and communications between assigned client groups and HR Centers of Excellence (COE) in compensation, talent acquisition, labor relations, benefits and HR Operations. Provides guidance to faculty and staff in assigned client groups to facilitate responsive customer service for HR-related questions and concerns. Integrates best practices into consultation and ensures compliance under ADA, FMLA, FLSA and other applicable federal, state and local laws, as well as university policies. 25% Strategic Workforce Planning Guides development of strategic workforce planning proposals that meet the needs of the assigned client groups, in consideration of broader university needs. Performs compensation benchmarking to assist the Compensation COE in job audits, salary adjustments and reorganizations. Assists client groups with job content and communicates placement of roles within the university compensation structure. Assists in workforce analysis to identify talent, knowledge and skill-set gaps. Helps leaders develop sustainable succession planning and knowledge transfer. Conducts both ‘exit’ interviews and ‘stay’ interviews to identify concerns and issues that create undesirable workplace turnover. Provides both leader and employee support during job elimination and retrenchment actions. 20% Employee Relations and Performance Management Provides confidential and strategic consultation to leaders regarding university processes and procedures regarding performance management, including corrective action, discipline and termination of employment. Collaborates with leaders to develop and implement effective employee relations and talent management practices with attention to fair and objective implementation. Coaches supervisors on addressing and improving individual/team performance and productivity. Provides direction on performance evaluation methods and approaches. Assists with problem/conflict resolution and provides responsive support to emergency employee relations situations. Conducts impartial investigations into employee conduct. Conducts due process meetings and grievance hearings for classified and bargaining unit staff, as appropriate. Advises individual faculty and staff regarding employee relations policies and procedures. 15% Talent Acquisition and Engagement Advises hiring managers on new job description content and initial placement of jobs/salaries within the university classification and compensation structures. Provides consultation for all phases of the recruiting process with hiring managers and search committees, i.e. planning of staffing projections, succession planning, applicant pool development, job posting and advertising, screening and selection. Incorporates best practices into recruiting/selection discussions with hiring managers and search committees. Engages with hiring manager regarding effective onboarding plans for new hires.
Essential Functions and percent of time (cont'd):	10% Organizational Development Coordinates learning and change management interventions to meet goals and needs of client groups and the broader university. Analyzes trends and assists in designing and delivering programs, policies, training and tools that align with university strategic plans, competencies, and objectives. Supports leader, supervisor and employee growth, i.e. coaching, mentoring, advising. Works with other HRBPs and university personnel to provide training and development expertise to programs at both the client group and university level. 5% University-wide Programs Participates/Facilitates/Leads ad hoc committees that impact university policy/procedure changes and general operations. May be asked to participate in employee training initiatives, program rollouts, etc. Stays current with university administration goals and objectives in order to align effective HR strategies with client group and employee needs. Engages with HR COEs to stay abreast of HR policies and procedures, laws and regulations. Compiles data, reports and/or metrics as requested. 5% Other duties as assigned Undertakes other duties as assigned to assist HR in maintaining operations and/or agility goals.
Non-Essential Functions and percent of time:
Working Conditions	General office environment. To preserve the safety and security of the campus community and to maintain the integrity of university operations, it is the policy of Wright State University making an employment offer contingent on various background checks, such as a criminal record, credit history when job related and/or education verifications. Additionally, an administrative review shall be conducted whenever the university learns that an employee is charged with or convicted of a crime (except for minor vehicle violations). Frequently asked questions related to background checks may be found on the Human resources website at http://www.wright.edu/human-resources. Effective July 1, 2017, per Policy 7230 Wright State University is tobacco-free. Tobacco use, including the sale, advertising sampling and distribution of tobacco products and tobacco related items is prohibited in all university facilities, on all university owned or leased grounds, university owned or operated residence halls and apartments, and at all university sponsored events regardless of location. Tobacco use is also prohibited in all university vehicles or on any equipment owned, leased or operated by Wright State University. This policy applies to anyone on campus including students, faculty, staff, visitors, consultants, vendors, patients, volunteers, and contractor employees.
Special Instructions to Applicants
Posting Date	10/29/2025
First Consideration Date:	11/06/2025
Closing Date
Open Until Filled	Yes

Supplemental Questions

Required fields are indicated with an asterisk (*).

* How did you hear about this position at Wright State University? Please check all that apply.
- WSU Careers website
- Academic Careers
- Academic Keys
- Chronicle
- Diversity in Higher Ed
- Diverse Issues in Higher Ed
- Facebook
- HBCU
- Higher Ed Jobs
- Inside Higher Ed
- LinkedIn
- Social Media
- Personal referral
- Women in Higher Ed
- Other
- Job Fair or Hiring Event

Required Documents

Required Documents

Resume/CV
Cover Letter

Optional Documents

Home

3640 Colonel Glenn Hwy., Dayton, OH 45435 USA

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Human Resources Business Partner

Edtech.com's Summary

Human Resources Business Partner Full Description

Human Resources Information System (HRIS) Analyst (Business Systems Analyst II), Human Resources Division

Employment Specialist

Generalist, HR/FA

Department HR Specialist Senior

Senior HR Systems & Workday Lead