Human Resources Business Partner

Primary Purpose:
Under the direct supervision of the Director of
Human Resource Partner Services, this role will be the primary point of guidance in supporting our senior leaders, managers, and employees
within the designated unit/division/department for Human Resources services. The HRBP serves as a strategic and trusted advisor, supports an
inclusive and dynamic culture and workforce, and pursues continuous improvement through knowledge, collaboration, and leadership. Acting as
an interface between the unit and the Office of Human Resources, the HRBP provides high quality, business focused and strategic level
guidance, resources, and support by explaining processes related to recruitment, hiring, onboarding, benefits, compensation and
classification, leave of absence and reasonable accommodations, learning and development, performance management, employee/labor relations
and offboarding procedures.

Under close supervision, incumbents perform routine duties while learning University policies and
procedures and specific techniques and regulations to the broad area of human resources. As experience is gained, duties gradually become
more diversified and are performed under more general supervision.

Essential Functions:
Strategic Partnership:

• Serves as a member of the leadership/management team.
• Implements and communicates new or enhanced HR or University wide
  policies and processes including training on new processes as needed.
• Responsible for having a physical presence within the units
  served to help anticipate needs, drive key priorities, and understand assigned unit culture.
• Assesses training needs, both
  mandatory and development opportunities to include DEI training opportunities.
• Provides consultative support to management on
  strategic planning and organizational design initiatives.
• Serves as a resource for employees regarding all HR-related inquiries,
  concerns, milestones, and support.
• Advises management on Monthly Service Report analytics.

Recruitments and
onboarding:

• Provides consultation and guidance to hiring managers and search committees with the recruiting process, including
  screening applicants, development of recruitment strategy, and the development of phone screen and/or interview questions.
• Provides
  guidance on staffing projections, creating/analyzing job descriptions, effective posting and advertising strategies, including broadening
  diversity.
• Provides administrative support throughout the recruitment and hiring process and move recruitments through the
  applicant tracking system until finalization.
• Facilitates the visa sponsorship process for all employees who require sponsorship
  with external counsel, the department, and the visa beneficiary.
• Provides tools to the supervisor and department to ensure a smooth
  and engaging onboarding experience for all employees.

Benefits:

• Provides general guidance on employee benefits
  eligibility, answers general questions, and collaborates with HR Operations to ensure operational continuity and consistent application of
  the process.
• Provides general guidance on retirement eligibility, answers general questions, and collaborates with HR Operations to
  ensure operational continuity and consistent application of the process.

Compensation:

• Serves as a strategic partner
  facilitating the University’s compensation programs and salary practices.
• Advises and provides support in compensation matters
  including creative solutions to compensation challenges and stipends.
• Advises management on job description reviews,
  reclassifications, and promotions to ensure compliance with EEOC guidelines and University Policy.
• Applies knowledge of local,
  state, federal laws and employment trends that may affect compensation programs, practices, and policies.
• Provides needed
  documentation to ensure validity of compensation decisions.

Leave of Absence and Reasonable Accommodations:

• Provides
  guidance on workers’ compensation, Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), and other leaves of absence as well
  as reasonable accommodations in alignment with federal and state laws and University of the Pacific policy and practice.
• Initiates
  the leave process and the interactive process for reasonable accommodation requests for all employees.
• Collaborates with HR
  Operations to ensure operational continuity and consistent application of leave and accommodation practices.

Performance
Management, Employee Relations, and Investigations:

• Acts as a consultant and coach to managers on employee relations, performance
  management, talent development, and other HR-related matters.
• Serves as a resource for employees regarding HR-related inquiries,
  conflict resolution, and other workplace issues.
• Handles employee relations issues, including conflicts, grievances, and
  disciplinary actions, in accordance with University of the Pacific policies and applicable laws.
• Conducts HR investigations as
  needed according to University of the Pacific policy and applicable laws.
• Recommends solutions to create a positive and respectful
  work environment for all.

Off-boarding:

• Initiates off-boarding with all employees, including voluntary and involuntary
  exiting procedures.
• Conducts exit interviews for employee’s leaving Pacific.

Other Strategic Support:

• Processes
  independent contractor forms.
• Collaborates with the HR team to design and implement HR programs and initiatives that support
  business goals and enhance employee engagement and retention.
• Leads or supports HR projects, such as workforce planning,
  organizational design, and change management.
• Stays informed about industry trends and best practices in HR, and proactively
  recommend innovative strategies and/or opportunities.
• Other duties as assigned.

University of the Pacific recognizes that
diversity, equity, and inclusion is foundational to the success of our valued students and employees. We prioritize policy and
decision-making that demonstrates awareness of, and responsiveness to, the ways socio-cultural forces related to race, gender, ability,
sexuality, socio-economic status, etc. impede or propel students, faculty, and staff.

Minimum Qualifications:

• Bachelor’s Degree (Two (2) years of full-time experience in the same/similar position is equal to one (1) year of completed post high
  school education coursework).
• Two (2) years of work experience in Human Resources.

Preferred Qualifications:

• Bachelor’s Degree in Human Resources or Business Administration.
• Knowledge of Human Resources administration and
  employment-life cycle laws and regulations.
• Ability to develop strong relationships with stakeholders by displaying integrity in
  service.
• Service focused attitude, high level of professionalism, discretion and judgement.
• Ability to problem solve with
  clear verbal and written communication skills.
• Ability to advise and explain processes, procedures and concepts in a simplified
  manner.
• Confident demeanor to advocate for changes, actions and development.
• Demonstrated experience in computer and
  software applications.
• Ability to work independently and within a team.
• Demonstrated effective organizational skills.
• Human Resources experience in a higher education setting.
• Experience and sensitivity in working with people of diverse
  backgrounds and cultures.
• Demonstrated experience in advancing social justice, equity, and inclusion in a university setting.
• Ability to engage and integrate culturally responsive practices and knowledge in their work.

Physical
Requirements:
The physical demands described here are representative but not definitive of those that must be met by an employee to
successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to
perform the essential functions.

Work Environment/Work Week/Travel:Work is primarily performed in a standard office environment with
the use of computer, phone, and office equipment. Work is performed during standard business hours; additional time may be required to meet
business needs and deadlines.

Valid driver’s license required. Incumbent must also be able to meet the University’s fleet rules and
be eligible to drive for University business. The University and its insurance carrier reserves the right to exclude applicants based on
their driving record.

Hiring Range: $70,304.00 per year. We consider factors such as, but not limited to, scope and
responsibilities of the position, candidate’s qualifications, internal equity, as well as market and organizational considerations when
extending an offer.

Background Check Statement:
All applicants who receive a conditional offer of employment are required
to execute a release and authorization for a background screening.

AB 810 Misconduct Disclosure
Requirement: University of the Pacific complies with California Assembly Bill 810, requiring candidates accepting conditional job offers to
disclose any final administrative or judicial findings, ongoing proceedings, allegations, resignations under investigation, or appeals
related to sexual harassment or misconduct within the past seven years.

To apply, visit https://pacific.peopleadmin.com/postings/32450

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Tagged as: Employment