[Close] 

HR Business Partner

Reporting to the College President, the HR Business Partner is the primary point of contact on all HR matters at a college campus, partnering with senior leaders and managers to effectively integrate HR expertise into the college's business process, with a focus on building organizational / HR capabilities and influencing organizational changes in alignment with the college's strategic goals. ESSENTIAL DUTIES Develops, coordinates and delivers effective HR programs and services to campus staff and faculty employees in the areas of onboarding, learning and organizational development, workforce planning, performance management, policy implementation, and union and employee relations. Collaborates with District Office leadership team (Compensation, Benefits, Talent Acquisition, Performance Management, Labor Relations, Employee Services and HRIS) and oversees strategic initiatives connected to the college to ensure cohesive delivery of HR services. Partners with Talent Acquisition staff to execute recruitment and talent management strategies to attract, develop, engage, and retain a skilled and effective workforce. Provides strategic and consultative services to college leadership relating to workforce issues that impact operations, working with District HR leadership team to provide technical expertise and deliver sound HR solutions. Partners with senior managers to understand business operations and challenges in meeting objectives and actively promotes HR initiatives to drive the improvement of business operations forward in line with the college's strategic goals and objectives. Coaches and advises managers in HR areas to include employee relations, union grievances, adherence to collective bargaining agreements and Board policies, performance management and talent management. Supervises a Human Resource Specialist engaged in implementing HR programs, delivering HR services and processing HR transactions. Provides tactical and strategic guidance to managers and supervisors on best practices for addressing employee relations matters including handling disciplinary actions, terminations, union grievances, progressive discipline. and conflict resolution. Facilitates the implementation of the performance management program, providing coaching and guidance to managers, reviewing completed appraisals, and working with managers on creating and implementing performance improvement plans. Advises, counsels, and guides managers and administrators on HR policies, procedures and best practices and compliance with federal and state employment laws and regulations. Qualifications A Bachelor's degree from an accredited college or university in Human Resources, Business, or a related field. Master's degreepreferred. Five years of work experience as a HRGeneralist and/or HR management experience. PHR/SPHR or SHRM-CP/SCP preferred. Experience in developing and implementing HR strategies. Demonstrated ability to communicate effectively and build strong partnerships with senior leaders. Demonstrated commitment to diversity and providing leadership in meeting the HR objectives of the organization. Knowledge of PeopleSoft and other HRMS, a plus. Proficient in Microsoft Office Suite (Word, Excel, PowerPoint) . Chicago residency is required for all full-time employees within 6 months of hire. KEN0000559
Salary Range: NA
Minimum Qualification
5 - 7 years

Don't Be Fooled

The fraudster will send a check to the victim who has accepted a job. The check can be for multiple reasons such as signing bonus, supplies, etc. The victim will be instructed to deposit the check and use the money for any of these reasons and then instructed to send the remaining funds to the fraudster. The check will bounce and the victim is left responsible.