Senior Human Resources Business Partner

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Job Title: Senior Human Resources Business Partner
Department: Human Resources
Division: Human Resources
FLSA Status: Exempt
Grade: 9

Salary Range: $76,100 - $98,900
Union: N/A

Reports to: Executive Director, Human Resources

The Senior Human Resources Business Partner (Senior HR Business Partner) provides dedicated support and develops close working relationships with assigned client areas working collaboratively with department managers, staff, and senior leadership of the Maryland Institute College of Art (MICA). The Senior HR Business Partner assuresequity,inclusion,access,and anti-racism as central to their work and the delivery of services to faculty, staff, students, and families.

This position will be the first point of contact for client groups on all HR related matters (e.g., policies, processes, employee relations, performance management, new hire orientation, onboarding, employee engagement activities, training and development, and recruiting). The position will ensure effective delivery of HR core processes and compliance with relevant institutional guidelines, policies, practices, and employment laws. The Senior HR Business Partner will receive and investigate complaints related to matters of Title IX, Title VII, ADA, EEO, and other compliance-related matters.

• Serves as a resource to HR Business Partners and others at MICA.

• Works closely with management and employees to improve work relationships, build morale, increase productivity, and retention.

• Educates clients on employee relations policies and procedures such as coaching, counseling, career development, discipline, performance management, policy interpretation, and other employee relations matters. Adheres to policies in accordance with federal, state(s), and local employment laws as well as MICA guidelines.

• Manages annual performance assessment process for respective client group(s).

• Receives and investigates complaints related to Title VII, Title IX, ADA, EEO, and equity/compliance matters.

  • Creates an investigation plan, provides parties with information about the process and their rights, gathers evidence, conducts interviews, and drafts written findings. Prepares report and recommends resolution(s) working in conjunction with the Executive Director, Human Resources, and others as needed (i.e., Senior Business Partners, counsel, etc.).

  • Ensures a fair, timely, and well-documented investigative process. Maintains accurate and thorough records and notes of the investigatory process. Creates comprehensive written investigative reports that clearly identify the issues investigated, identify all relevant College policies, and summarize all relevant evidence. Maintains all information in a case management database to organize, manage, and track employee relations issues.

• Remains knowledgeable of federal and state law and regulations, and trends within higher education related to harassment and other discriminatory practices. Identifies and integrates best practices into knowledge base and practice.

• Facilitates mediation for conflict management and problem-solving dialogues.

• Tracks, trends, reports, and raises concerns that may be systemic problems relating to complaints.

• Assists with the development and execution of campus-wide engagement and recognition programs and events.

• Participates in campus-wide committees, identifies opportunities for recognition, supports existing recognition events and activities, and assists in the development and implementation of employee engagement surveys.

• Works closely with the HR team on recruitment initiatives to drive and enable hiring and retention of talented and diverse employees who will effect positive change.

• Develops recruitment strategies, including review of all open positions and job descriptions, developing a search and advertising plan,and identifying target markets and recruitment sources.

• Utilizes targeted and niche sourcing strategies to fill critical vacancies. In addition to traditional job boards and job fairs, must be able to effectively utilize social media to network and direct source passive candidates to fill vacancies via Linked In, Monster, Career Builder, etc.).

• Assists clients in evaluating applicants to determine if they meet the position requirements, phone screening, participating in interviews, making selection recommendations, conducting reference checks, setting salaries, extending offers, and assists new hires with onboarding and orientation.

• Supports or leads high-level searches.

• Recommends improvements to selection policies and procedures.

• In partnership with the Executive Director, HR and Business Partners, identifies training needs that stem from employee relations issues.

• Collaborates with the HR team, management, and leadership in…