Human Resources Business Partner

• Job Type: Officer of Administration
• Regular/Temporary: Regular
• Hours Per Week: 35
• Salary Range: $125,000- $130,000

Position Summary

Columbia University Human Resources (CUHR) is dedicated to providing quality service to develop, manage, and support the University's vibrant community so our faculty and staff can do great work.

Reporting to the Executive Director, Client Services, and Recruitment, the Human Resources Business Partner (HRBP) serves as a strategic partner to assigned client groups, aligning HR strategies with organizational objectives. The HRBP provides expert guidance in employee relations, policy interpretation, change management, succession planning, and diversity and inclusion initiatives. This role emphasizes data-driven decision-making and operational efficiency, managing key HR functions such as job evaluations, postings, and candidate approvals. Additionally, the HRBP is responsible for conducting workplace investigations into issues such as harassment, discrimination, and policy violations, ensuring impartiality and consistency while advising on resolutions. The HRBP also develops and evaluates HR processes, implements service level agreements (SLAs), and maintains compliance with legal and institutional standards while fostering strong relationships with stakeholders to drive impactful HR initiatives.

Responsibilities

HRBP

• Build strong, influential relationships with clients to understand goals, priorities, and challenges, shaping HR strategies to align with organizational objectives. These relationships should result in measurable outcomes such as improved employee retention rates, enhanced team productivity, and alignment of HR initiatives with organizational performance metrics.
• Provide guidance on organizational development, talent development, career progression, workforce planning, succession planning, restructuring, and change management initiatives.
• Partner with clients to address employee relations issues, including conflict resolution, performance management, policy interpretation, and conduct-related concerns.
• Model and promote effective performance management practices, including coaching, disciplinary strategies, and recognition.
• Educate clients on policies, procedures, labor relations implications, and relevant legal aspects to support informed decision-making.
• Provide policy guidance and ensure HR processes such as Recruitment, Onboarding, Performance Management, Training, Succession Planning, and Recognition align with organizational initiatives.
• Maintain knowledge of legal requirements and collaborate with the Office of General Counsel to mitigate risks and ensure regulatory compliance.
• Ensure HR-related programs follow Columbia's policies and procedures, advising clients on interpretation and application.
• Collaborate with clients to identify training needs and engage Learning and Development colleagues to address skill gaps and support strategic goals.
• Collaborate with the Compensation Team to address compensation-related issues and support job evaluations, ensuring internal equity and market competitiveness.
• Assist with year-end merit increase processes and provide support for compensation planning.

Workplace Investigations

• Lead and conduct thorough and impartial internal investigations into workplace concerns, including harassment, discrimination, and other violations of company policy.
• Prepare detailed investigation reports and maintain accurate documentation to support findings and resolutions.
• Advise management on disciplinary actions and conflict resolution strategies to mitigate risk and promote a positive work environment.

Client Services Operations

• Lead and contribute to CUHR and university-wide projects to support organizational priorities.
• Manage job evaluations, job postings, and candidate approvals, working with the HR Generalist to ensure efficient and effective operations.
• Develop and evaluate HR processes to enhance efficiency and effectiveness, establishing and monitoring service level agreements (SLAs) to ensure high-quality service delivery.
• Develop, analyze, and maintain Client Services HR metrics and dashboards to identify trends, measure progress, and inform strategic decisions.
• Use predictive analytics and workforce data to support recruitment, retention, succession planning, and diversity and inclusion efforts.
• Prepare periodic and ad-hoc reports for leadership, offering actionable insights derived from HR data.

Minimum Qualifications

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  A Bachelor's degree and a minimum of five years of related experience are required. An advanced degree is preferred.

  
  

Other Requirements

• Generalist experience with exposure to recruitment, employee relations, employee development and retention, organizational development, compensation analysis, training/development, HR needs analysis, metrics development, and performance management required.
• Advanced experience working with management as a business partner on strategic and tactical HR-related business matters.
• Excellent verbal and written communication skills, including strong facilitation skills.
• Advanced interpersonal and customer service skills.
• Advanced analytics and problem-solving skills, including proficiency in leveraging HRIS and analytics platforms.
• Ability to design, interpret, and present data visualizations, dashboards, and workforce reports using data analysis tools and visualization software (e.g., Tableau, Power BI).
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Advanced skills in MS Office Suite, including Excel, Word, and PowerPoint.
• Ability to work independently and handle multiple priorities and deadlines.

Equal Opportunity Employer / Disability / Veteran

Columbia University is committed to the hiring of qualified local residents.