University of Central Missouri (UCM)
Senior Strategic Human Resources Partner
University of Central Missouri (UCM), Des Moines, Iowa, United States,
The Senior Strategic HR Partner position is responsible for aligning business objectives with employees and management in designated client groups. This position serves as the group's single point of contact in HR by formulating partnerships across the HR function to deliver value-added service to management and employees that reflects the organization's business objectives. The Senior Strategic HR Partner provides service and support regarding all HR-related issues, including talent acquisition, total rewards, employee relations, and other matters. This position is responsible for actively participating in developing compliance and employee relations programs.Serve as HR business partner to an assigned University client group, including: 85%
Meet regularly with and advise vice presidents, deans, directors, managers, and supervisors regarding HR-related issues, including talent acquisition, employment, classification/compensation, benefits, performance, discipline, and other issues.Proactively seek opportunities to connect to stakeholders on the strategies that impact their work in the campus community.Ensure effective and timely communication with stakeholders.Verify the accuracy of information entered into the personnel/payroll computer system.Remain knowledgeable of University policies, procedures, and best practices to provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations.Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.Provide HR policy guidance and interpretation.Develop contract or offer terms for new hires, promotions, and transfers.Provide guidance and input on business unit restructure, workforce planning, and succession planning.Identify training needs for business units and individual executive coaching needs.Participate in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.Work on special projects.Lead special and cross-functional project teams.Participate in professional development sessions or seminars.Employee Relations and Compliance:
Serve as the primary point of contact for grievances, complaints, and other employee relations matters.Identify, impartially investigate, and resolve grievances and coordinate with the Office of Community Standards and Support (CSS) and/or the AVP, HR for the resolution as applicable.Prepare detailed written investigative reports by reviewing, summarizing, and evaluating relevant information collected during investigations; ensure a well-documented intake, assessment, and investigative process.Ensure the university maintains compliance with legal and other requirements, including but not limited to Missouri Ethics, IRS reporting of 1095C, IPEDs, and FMCSA.Assist in annual review and revision of University policies, procedures, protocols, and practices, ensuring state and federal law compliance.Perform miscellaneous duties, including: 15%
Serve as backup for other Sr. Strategic HR Partners during peak times or periods of absence to ensure smooth service delivery to all internal customers.Serve as backup for the Information Systems Project Manager in coordinating, scheduling, and processing the Faculty Load and Compensation (FLAC) with various academic colleges.Assist with New Employee Orientations.Draft policies/procedures/proposals/correspondence, as directed.Respond to survey requests by investigating survey areas and completing survey responses as appropriate.Education:
Bachelor’s degree in Human Resource Management, Human Resources Development, Business or Public Administration, or a related field.Experience:
Three years of professional-level experience with demonstrated knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.Two years of progressively responsible experience managing compliance and employee relations programs, including conducting investigations and report writing.Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP).Lifting (weight) - 25 lbs
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Meet regularly with and advise vice presidents, deans, directors, managers, and supervisors regarding HR-related issues, including talent acquisition, employment, classification/compensation, benefits, performance, discipline, and other issues.Proactively seek opportunities to connect to stakeholders on the strategies that impact their work in the campus community.Ensure effective and timely communication with stakeholders.Verify the accuracy of information entered into the personnel/payroll computer system.Remain knowledgeable of University policies, procedures, and best practices to provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations.Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.Provide HR policy guidance and interpretation.Develop contract or offer terms for new hires, promotions, and transfers.Provide guidance and input on business unit restructure, workforce planning, and succession planning.Identify training needs for business units and individual executive coaching needs.Participate in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.Work on special projects.Lead special and cross-functional project teams.Participate in professional development sessions or seminars.Employee Relations and Compliance:
Serve as the primary point of contact for grievances, complaints, and other employee relations matters.Identify, impartially investigate, and resolve grievances and coordinate with the Office of Community Standards and Support (CSS) and/or the AVP, HR for the resolution as applicable.Prepare detailed written investigative reports by reviewing, summarizing, and evaluating relevant information collected during investigations; ensure a well-documented intake, assessment, and investigative process.Ensure the university maintains compliance with legal and other requirements, including but not limited to Missouri Ethics, IRS reporting of 1095C, IPEDs, and FMCSA.Assist in annual review and revision of University policies, procedures, protocols, and practices, ensuring state and federal law compliance.Perform miscellaneous duties, including: 15%
Serve as backup for other Sr. Strategic HR Partners during peak times or periods of absence to ensure smooth service delivery to all internal customers.Serve as backup for the Information Systems Project Manager in coordinating, scheduling, and processing the Faculty Load and Compensation (FLAC) with various academic colleges.Assist with New Employee Orientations.Draft policies/procedures/proposals/correspondence, as directed.Respond to survey requests by investigating survey areas and completing survey responses as appropriate.Education:
Bachelor’s degree in Human Resource Management, Human Resources Development, Business or Public Administration, or a related field.Experience:
Three years of professional-level experience with demonstrated knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.Two years of progressively responsible experience managing compliance and employee relations programs, including conducting investigations and report writing.Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP).Lifting (weight) - 25 lbs
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