Description

The HR Business Partner will serve as a strategic partner to core functions or department(s) of the Foundation, ensuring application and integration of various talent-related practices, programs, and policies. This individual also will work collaboratively with partners within HR&C and across functions to implement innovative organizational development, workforce planning, and performance enhancement strategies and actions, proactively addressing the needs of the business to foster an environment of transformation and growth for teams and individuals.

Reporting to the SVP, Human Resources & Culture, this position is responsible for designing and implementing organizational structures, driving engagement and a positive employee experience, facilitating participation in goal setting and performance management, and facilitating talent discussions (via the Strategic Talent Planning process) as well as succession planning. This role also handles employee relations issues for the designated client groups. The HRBP will ensure that development plans are in place under specific conditions, will recommend training for key roles or individuals, and will be an active participant in hiring, in partnership with Talent Acquisition – by owning discussions wit hiring managers regarding talent needs, initiating hiring processes, and participating in interviews as appropriate.

This is a client-facing position characterized by regular and ongoing interaction with the assigned departments and leaders. It is a career/senior level professional position, considered highly skilled and proficient in the discipline of HR. This position conducts complex work under minimal supervision with wide latitude for independent judgment and contributed to moderately complex projects and work assignments. Work is both independent, and collaborative (e.g., client group, other HR team members) in nature.

This position may have responsibility for an additional area of specialized focus such as one of the HR platforms used in support of employees. This may be the LMS, the Performance Management system, or another business-critical function house in HR, depending on the size of the client group.

Position Duties and Responsibilities

Facilitate and enable engagement, performance, and talent development within IUF for assigned department(s):

• Consulting, developing, and delivering integrated and inclusive talent solutions and services for all levels of the organization in such areas as Talent Management, Change Management, Employee Relations, Organizational or Career Development, and Performance Management.
  Partnering with other internal HR&C resources in their area of expertise (e.g., recruiting, total rewards).
• Providing core Human Resources services and support including advice and counsel to managers on a daily basis, interpreting and applying policies and procedures to resolve issues related to recruitment, compensation, disciplinary action and conflict.
• Consulting with and educating managers in client group(s) regarding the annual salary increase process and bi-annual bonus process (e.g., advise on rationale for recommendations, review recommended amounts, ensure all steps area followed, support timeline and review of comp cycles.)
• Establishing in-depth understanding of the client group’s needs and priorities in order to identify organizational and talent opportunities, recommending solutions to human capital issues, working creatively with hiring managers to explore backfill and new position skill sets and needs.
• Proactively watching for issues affecting retention and guiding leaders on taking appropriate action to retain strong talent. This may include ensuring that development plans are in place for top talent, or addressing performance gaps/inconsistencies effectively in partnership with managers.
• Being in a position to observe leader and employee behavior on a regular basis in order to coach and counsel individuals about improving engagement or performance.
• Acting as primary point of contact for leaders and employees in the designated client group; building and maintaining effective long-term trusted client relationships with leaders, managers and employees; serving as a credible and trusted thought-partner.
• Providing consulting expertise that addresses business issues and improves the overall employee experience.
• Working closely with management and employees to improve work relationships, build morale, and increase engagement, productivity, and retention.
• Collaborating with leadership to formulate organizational strategies that align with both short- and long-term organizational goals including serving as subject matter expert on re-organizations/structural design and change.
• Collaborating with other HR&C team members by leveraging their expertise.
• Working with team leaders to implement engagement action plans in order to improve the employee experience (including facilitating reviews of the engagement survey data).
• Identifying and analyzing Employee Relations trends related to recurring issues and providing recommendations to the client group regarding reversing any negative trends. Participating in-person in termination conversations with managers and assisting in the overall exit process.
• Supporting leaders and teams in application of individual onboarding plans to accelerate learning and performance of new hires.
• Conducting exit interviews with staff, monitoring trends, and making recommendations for policy and cultural changes, as appropriate.
• Acting as project leader as appropriate on assigned initiatives spanning the employee lifecycle from learning/training to employee relations, engagement, performance, and other retention measures that impact the organization.
• Leveraging human capital data to inform recommendations to leaders that have positive employee outcomes.
   

Enable success management, career development and career management by:

• Leading organization-wide processes related to engagement action planning to identify tangible actions that enhance engagement.
• Partnering with SVP, HR&C, and other leadership on deploying Succession Planning to identify current and forecasted talent needs and to develop action plans that mitigate associated risk and improve confidence in future successor readiness to achieve organizational objectives.
• Offering guidance to current employees and managers regarding available career paths and necessary skills.
• Partnering with other HR&C colleagues to support individual development planning, as needed.
• Analyzing and reporting on exit data; make recommendations to address talent retention challenges.

Requirements

• Bachelor’s degree required. SHRM certification or master’s degree preferred.
• Six years’ experience in recruitment, human resources, and/or related field.
• Combination of related education and experience may be considered.
• Demonstrated success in cultivating, developing, and enhancing professional relationships.
• Ability to understand business goals as well as design and implement new approaches, policies, and procedures to effect continual improvements in business objectives, productivity, and development of HR within a business unit.
• Excellent written and verbal communication skills.
• Collaborative working style and ability to navigate a complex environment working with many stakeholders at varying levels of the organization.
• Ability to articulate the mission, vision, and values of Indiana University and the IU Foundation to attract potential candidates.
• Proven ability to identify areas of optimization and implement both small and large-scale process improvements.
• Ability to maintain highest levels of confidentiality.
• Ability to work on a variety of talent priorities simultaneously.
• Knowledge of federal and state labor laws and sound hiring practices.
• Proficient in basic Microsoft Office suite, ability to utilize Outlook, Excel, and PowerPoint.